THE ROYAL ELECTRICAL AND MECHANICAL ENGINEERS
CORPS INSTRUCTION No: E6
by
Regimental Headquarters REME
CAREER MANAGEMENT OF REME SOLDIERS
1.
Sponsor. The sponsor for this Corps Instruction is SO1 REME Sldr Wing.
2.
Authority. This Corps Instruction is issued under the authority of Col REME.
3.
Review Date. This Corps Instruction will be reviewed annually in Oct.
4.
Previous Instruction. This Corps Instruction supersedes the previous Corps Instruction
No E6 issue 9 dated Jun 14.
PART I - GENERAL
Aim
5.
The aim of this Instruction is to describe career management (CM) procedures that are to
be practiced by employing officers of REME soldiers. It is to be given the widest publicity and the
contents are to be periodically brought to the attention of all REME officers and soldiers, including
those attached to other Arms and Services.
Contents
6.
This Instruction comprises the following:
a.
b.
c.
Issue 10
Part 1 – General
(1)
Aim
(2)
Contents
Part II – Generic Career Models
(1)
Introduction
(2)
Trade
(a)
On leaving phase 2
(b)
Class 3 – 2 UG
(c)
Class 2 – 1 UG
(3)
Generic career models
(4)
Artificers
Part III – Promotion
E6 – 1 - 1
d.
Issue 10
(1)
Introduction
(2)
Ranks and appointments in REME
(3)
Promotion systems
(4)
Qualification requirements (QRs 1975 Para 9.134)
(5)
Early promotion
(6)
SJAR
(7)
Promulgation of promotion
(8)
Seniority
(9)
Annex A – Desk Top Promotion Précis
Part IV – Assignments
(1)
Introduction
(2)
Individual assignments
(a)
General
(b)
Assignment
(c)
Assignment policy
(d)
When
(e)
Authority for assignments
(f)
Notice of assignment
(g)
Tour lengths
(h)
Request for extension of assignment
(i)
Assignment date
(j)
Leave
(k)
Assignment preference – SCR
(l)
Assignment orders
(m)
Arrival
(n)
Return of service
(o)
E2 appts
(p)
Loan svc
(q)
Volunteers for special posts
E6 – 1 - 2
e.
Handovers
(s)
Removal from post
(t)
Assignment boards
Part V – Career Management Boards
(1)
General
(2)
Section 1 – No 7 Soldier Selection Board
(3)
(4)
Issue 10
(r)
(a)
Background
(b)
Aim
(c)
General
(d)
REME Sldr Wing involvement with the No 7 Board
(e)
REME Sldr Wing No7 Board loading process
(f)
The Board
(g)
Post board activity
(h)
Summary
Section 2 – Assignment Boards
(a)
General
(b)
Tasks
(c)
Composition
(d)
AB Timings
(e)
Generation of vacancies
(f)
Process
(g)
Challenges
Section 3 – REME Sldr Employment Board
(a)
General
(b)
Aim
(c)
Board Membership
(d)
TORs
(e)
Soldier involvement
E6 – 1 - 3
(5)
(6)
f.
(f)
Conduct
(g)
Outcome
(h)
Dissemination of results
(i)
Challenges
Section 4 – REME Sldr Wing Employability Boards
(a)
General
(b)
Board Membership
(c)
Procedure
(d)
Outcome
(e)
Consensus
(f)
Promulgation of Results
Section 5 – Promotion Boards
(a)
General
(b)
Tasks
(c)
Composition
(d)
Observers
(e)
AB Timings
(f)
Results
(g)
Generation of vacancies
Part VI – Training
(1)
General
(2)
Section 1 – REME Career Courses Involving Field and Combat Skills
Training
(3)
Section 2 – CLM Requirements for Promotion
(4)
Section 3 – Career Training Requirements
(5)
Section 4 – Spec Quals
(6)
Section 5 – Artificer Selection and Training (Refer to REME Corps
Instruction E5)
g.
Part VII – Discipline, Administrative Action, Complaints and Litigation
(1)
Issue 10
Introduction
E6 – 1 - 4
(2)
(3)
(4)
h.
Issue 10
Section 1 – Discipline
(a)
Object of Military Law
(b)
Consequences of disciplinary action
(c)
Reduction in rank
Section 2 – Administrative Action
(a)
Consequences of administrative action
(b)
Career Implications
(c)
Removal from appt
Section 3 – Other Issues
(a)
Postponement of discharge
(b)
Delaying assignments of soldiers under investigation
(c)
Emerging Acts: The Armed Forces Act (AFA) 06
(d)
Complaints
Part VIII – Transfer (into and within the Corps)
(1)
General
(2)
Section 1 – principles
(3)
Section 2 – Transfer into/out of REME (Formally Manning Instruction MI3)
(a)
Transfer out of REME
(b)
Transfers to RN, RM and RAF
(c)
Transfers in
(d)
Rank on transfer
(e)
Attachment from other Arms/Corps
(f)
Contested and delayed cases
(g)
Rejections
(h)
Acceptance
(i)
Unit action
(j)
Application
(k)
Completion of AF B241
E6 – 1 - 5
(l)
Conduct assessment
(4)
Interviews
(5)
Completed applications
(6)
Section 3 – Change of Main Trade for Pay (MTP) (Formally Manning
Instruction MI4)
(7)
i.
Issue 10
(a)
General
(b)
Residual service
(c)
Documentation
(d)
Training
(e)
Change of employment for purposes of training for Artificer status
(f)
SF
(g)
REME Sldr Wing procedures
Annex A – Application to change MTP
Part IX – Communication
(1)
Introduction
(2)
Organisation
(3)
Addresses
(4)
Means of communication
(5)
Visits
(6)
Correspondence
(7)
Roadshows
(8)
Unit briefings
(9)
FCRs
(10)
Cfn Magazine articles
(11)
Electronic means of communication
(12)
REME Arms School career courses
(13)
Command Board
(14)
Annex A – Telephone index
(15)
Annex B – Visit performa
E6 – 1 - 6
(16)
j.
Part X – Assurance
(1)
(2)
(3)
(4)
k.
Issue 10
Annex C – Interview performa
Introduction
(a)
Compliance within the Field Army
(b)
Compliance within REME Sldr Wing
Field Army compliance to MS norms
(a)
AR Completion
(b)
Soldiers in Act Rank
(c)
Accuracy of JPA data
(d)
Manning iaw MP&GA
(e)
SSRT
REME Sldr Wing compliance
(a)
Roadshows
(b)
Manning to MP&GA
(c)
Assignment preference
(d)
Notice of assignment
(e)
Class 1 upgrader training
(f)
Transfers into REME
(g)
Delivery of FCR
Other R2
(a)
Corps manning
(b)
Appraisal reports receipts
(c)
Bespoke manning reports
Part XI – Other CM issues
(1)
Introduction
(2)
Section 1 – Dvr licences (Formally Manning Instruction MI1)
(a)
Introduction
(b)
Loss of Licence
(c)
JPA action
E6 – 1 - 7
(3)
MI8)
(4)
Issue 10
(d)
Extended driving bans
(e)
BF(G) Dvr Lic
Section 2 – FCR / SCR Implementation Plan (Formally Manning Instruction
(a)
Background
(b)
Aim
(c)
Principles
(d)
Objectives
(e)
Timings
(f)
Reporting and recording
(g)
Expectation management
(h)
Roles
(i)
Communications
(j)
Summary
Section 3 – Versatile Engagement
(a)
Introduction
(b)
Pensions
(c)
Stages
(d)
Conversion zones
(e)
Promotion
(f)
TACOS
(g)
Transitional arrangements
(h)
Benefits
(5)
E10)
Section 4 – Military Training Instructors (Refer to REME Corps Instruction
(6)
Section 5 – Selection of soldiers to become instructors at RMAS
(a)
Introduction
(b)
Aim
(c)
Pre-selection
E6 – 1 - 8
(d)
Selection
(e)
Post selection
(f)
Course qualifications required by candidates for RMAS instructors
cadre
(7)
Section 6 – MS Referral and M3D tagging
(a)
General
(b)
Purpose
(c)
Background
(8)
Section 7 – Management of REME Soldiers Below the Minimum Medical
Standard
Issue 10
(9)
Section 8 – Rejoins / Re-Enlistments
(10)
Annex A – Dvr Lic requirements for trades
(11)
Annex B – Example SCR
E6 – 1 - 9
Intentionally Blank
Issue 10
E6 – 1 - 10
PART II – GENERIC CAREER MODELS
Introduction
1.
This section is aimed at describing the generic career path for each of the trades in REME.
It is intended to show an average career path and manage the expectations of the soldier 1.
Statistics for averages have been taken from DS(A), JPA and APC historical data and come with
the appropriate health warnings. Current data can be sought from those sources if needed.
Trade
2.
On Leaving Phase 2. A tradesman will normally leave the training school (11 Trg Bn
(technicians) or 10 Trg Bn (all other trades)) as a Class 3 tradesman. The training schools are to
ensure that as soldiers graduate as Class 3 tradesmen their MTP classification is amended on JPA
from Soldier UT to the soldier’s newly acquired trade.
3.
Class 3 to 2 Trade Upgrading. On joining his first unit the tradesman is normally liable
for class 3 to 2 upgrading, subject to recommendation and proving trade competence through the
Trade Proficiency Development Booklet (TPDB). This process is driven by the soldier’s employing
unit; normally around the six month point. The unit is to take JPA action to change the trade
competence.
4.
Class 2 to 1 Trade Upgrading. After serving approximately 4 years 2 with the Field Army,
proving technical competence in accordance with LEES 3, a tradesman may be considered for
Class 2 to 1 upgrading. REME Soldier Wing is the authority for loading soldiers on Class 2 to 1 upgrader training. Advancement in Class 2 to 1 up-grader training is given in LEES. The minimum
entry standard is LCpl in either acting or substantive rank. Exceptionally Craftsmen will be
considered for loading if: they are recommended for promotion by their chain of command and are
PNCO qualified. In this case acting rank will be granted for the class 1 course and substantive
rank awarded upon completion.
Generic Models
5.
Generic models for Artisan and Artificer appointments are given as listed and attached at
ANNEX A - I.
Ser
(a)
1
2
3
4
5
6
7
8
Trade
(b)
VM
Mtsm
T S Spec
Armr
Rec Mech
Technician
Artificers (Tech)
Artificers (Non-Tech)
Annex
(c)
A
B
C
D
E
F
G
H
Comment
(d)
Includes VM(A) and VM(B)
Includes legacy RS and Tech Stmn CEGs
Includes AV, AC, Elec
Includes Art Elect, Art AC and Art AV
Includes Art Veh and Art Wpn
Artificers
6.
General. The Artificer is considered the gold standard career model in the Corps. It
provides the SNCO Chain of Command backbone to the delivery of ES.
1
2
3
Those with above average trade and military abilities are likely progress quicker.
Tech Av 3 years from Class 3, Tech Ac/Elec 4 years from Class 3, Others 4 years from Class 2.
Land Equipment Engineering Standards.
Issue 10
E6 - 2 - 1
7.
E5.
Selection. The ASCLB own the process for Artificer selection with details published in CI
8.
Failure on Artificer Course. Where a soldier fails an Artificer course he will be assigned
to his new unit in his original trade and substantive rank. Details are covered in CI E5.
Annexes:
A.
B.
C.
D.
E.
F.
G.
H.
Generic Career Model – VM.
Generic Career Model – Mtsm.
Generic Career Model – T S Spec
Generic Career Model – Armr
Generic Career Model – Rec Mech
Generic Career Model – Tech
Generic Career Model – Artificers (Tech)
Generic Career Model – Artificers (Non- Tech)
Issue 10
E6 - 2 - 2
Annex A to
Part II REME CI E6
Issue 10
Issue 9
E6 - 2 - A - 1
Annex B to
Part II REME CI E6
Issue 10
Issue 9
E6 - 2 - B - 1
Annex C to
Part II REME CI E6
Issue 10
Issue 9
E6 - 2 - C - 1
Annex D to
Part II REME CI E6
Issue 10
Issue 9
E6 - 2 - D - 1
Annex E to
Part II REME CI E6
Issue 10
Issue 9
E6 - 2 - E - 1
Annex F to
Part II REME CI E6
Issue 10
Issue 9
E6 - 2 - F - 1
Annex G to
Part II REME CI E6
Issue 10
Issue 9
E6 - 2 - G - 1
Annex H to
Part II REME CI E6
Issue 10
Issue 9
E6 - 2 - H - 1
Intentionally Blank
Issue 9
E6 - 2 - I - 2
PART III – PROMOTION
Introduction
1.
Colonel Career Management (Combat Service Support) (Col CM CSS), on behalf of
Director of Manning (Army) (DM(A)), is the sole authority in peacetime for the promotion of
REME soldiers vide QRs Para 9.137 and AGAI Vol 2 Ch 47, Para 47.031 - 47.033. The rules
for promotion in REME are framed within existing Army Regulations and Instructions.
2.
Within the overall limits of the Army’s manning requirements by employment and rank,
Col REME plans his target level of promotion opportunities (and commissioning) to match the
experience and ability required in each career employment group. On behalf of Col REME, Col
CM CSS is responsible for ensuring that these levels of promotion opportunities are maintained
consistently to conform with the Army’s overall policy. The day to day implementation of this
policy is invested in the SO1 REME Soldier Wing (SO1 REME Sldr Wing).
Ranks and Appointments in REME
3.
Appointments authorised for and peculiar to REME are:
a.
Artificer Sergeant Major (ASM).
b.
Artificer Quartermaster Sergeant (AQMS).
c.
Additionally, the courtesy titles of ASM and AQMS for the limited population of
WO1 and WO2 Recovery Mechanics may be used.
4.
References made in this Instruction to rank are to substantive rank unless stated.
Promotion Systems
5.
All promotion for REME soldiers is based on vacancy 4 .
6.
Promotion Boards (see Part V) assist in the selection of individuals for promotion. The
exception is for technicians at the conclusion of Phase 2 training where promotion from Cfn to
LCpl is the prerogative of CO 11 (Trg) Bn REME. A desktop promotion précis is at Annex A.
Qualification Requirements (QRs 1975 Para 9.134)
7.
Annex B provides a summary of eligibility criteria, however for substantive promotion a
soldier must:
a.
Be recommended by his Commanding Officer (CO) on a current AR 5.
b.
Have the necessary employment, military and educational qualifications (see
Part VI, Training).
c.
Have completed a stipulated minimum length of service in the rank 6.
d.
Be able to serve a complete year Colour Service as of the first day of the
promotion year 7 (the Residual Service Rule).
4
Time promotion for Technicians ceased 31 Mar 11
Cfn and LCpl need to be recommended by their Officer Commanding (OC).
6
Cfn leaving Phase 2 Training require a report covering 12 months trade service before being considered at a promotion board.
Annual Reports must cover a minimum of 9 months.
5
Issue 10
E6 - 3 - 1
8.
Early Promotion. Exceptional or above average soldiers may be considered for early
vacancy promotion, providing there is a manning need and they meet the eligibility requirements
outlined above in all other respects. This will result in some soldiers being promoted earlier than
eligibility rules would indicate, with the majority remaining at the standard rate. REME Soldier
Wing will use annual Appraisal Reports to identify those soldiers that have the potential to
promote at a faster rate and, where deemed appropriate, present them to an early promotion
board. To maximise the opportunity for early promotion, soldiers should aim for the Artificer
route or CEGs where there is an established pathway to achieve WO1. Soldiers following the
Artisan route are likely to promote at the average rate with promotion opportunities to Warrant
rank limited.
Soldiers Joint Appraisal Reports (SJAR)
9.
ARs are key to the promotion of REME soldiers. Selection for promotion is based on the
assessments and recommendations contained therein. JSP 757, supplemented by the REME
Sldr Wing Annual Promotion Letter, gives report writers and report recipients detailed guidance.
10.
Failure to submit ARs to meet the times laid down in JSP 757 may result in soldiers
failing to appear before the appropriate promotion board. Where there are problems with the
completion of reports or it is unclear if a soldier is due a report, advice is to be sought from the
unit HR administrator in the first instance. To assist units, soldiers who are due to attend a
promotion board will be listed by name, rank number and unit on the MS Web six weeks prior to
the board. Submission of ARs is a command responsibility and not that of the APC.
Promulgation of Promotion
11.
Promotion Board results are promulgated centrally by MS CM Ops on the first Thursday
of the month that follows the Board 8. These are planned promotions and no action is to be
taken other than informing the soldier. The final authority for promotion lies with a soldier’s CO
(see QR 9.140), but substantive promotion should not be awarded until the Corps’ Order 9 has
been published.
12.
Unit Action. On receipt of a Corps Order notifying a soldier’s promotion, the following
action is to be taken:
a.
If the soldier is still recommended by the CO, the unit and soldier are to monitor
JPA to ensure promotion action has taken place.
b.
If the CO considers that the soldier’s current performance does not warrant
promotion, he is to notify SO1 REME Sldr Wing and forward an up to date AR. The
Corps’ Order will then be cancelled. The soldier will not be considered again for
promotion until he is recommended by his CO in an AR (normal promotion and
promotion board rules apply).
c.
If a CO receives notification of a soldier’s promotion at a time when he considers
that he has not known the soldier for sufficient time to decide his fitness for promotion,
but has substantial doubts in this respect, he is to inform SO1 REME Sldr Wing who will
cancel the entry and republish in 6 months time. If the CO decides the soldier is fit for
promotion before 6 months have elapsed, he is to inform SO1 REME Sldr Wing who
may republish the promotion in Corps’ Orders without further delay. On receipt of the
7
1 Oct for LCpl to Sgt and 1 Apr – SSgt and above. When a soldier is given continuance under such circumstances he is expected
to serve for a minimum of 2 years.
8
Cfn – LCpl is promulgated by CM CSS via the ES Functional Chain.
9
A publication, generated by REME Soldier Wing, alerting the CoC about a soldier’s impending promotion.
Issue 10
E6 - 3 - 2
republication the CO is to take action as outlined above. If approved, the soldier’s
promotion is to be effective from the original date.
Seniority
13.
A soldier’s rank seniority is determined by the date of his promotion to that rank.
Holders of substantive rank are senior to all holders of equivalent acting rank who are, in turn,
senior to holders of equivalent local rank.
14.
Normally the basic rank seniority date for a REME soldier below substantive LCpl (less
technicians) is the date of the soldier’s enlistment. Exceptions to this rule are:
a.
A junior soldier or a soldier who enlists under the age of 17½ years, who is given
seniority from the date on which he reaches 17½ years of age.
b.
A re-enlisted or rejoined soldier will be re-granted his former substantive rank,
provided that the break in service does not exceed one year (QRs 9.115). For a reenlisted or rejoined soldier whose break in service is more than 12 months, former rank
is not normally to be granted, reckonable service will be calculated in accordance with
QRs 9.116.
c.
SO1 REME Sldr Wing will decide the seniority date of a soldier who transfers to
REME from another Service, Arm or Corps.
15.
A soldier who believes that he has been unfairly treated may apply through his CO to
SO1 REME Sldr Wing for his case to be reviewed. In extremis a soldier may complain in
accordance with AGAI 70. If a soldier decides to follow AGAI 70 the Receiving Officer is
normally the soldiers CO.
Annex
A.
B.
REME Soldier Promotion and CLM Qualification Aide-Memoire.
REME Soldier Promotion Requirements.
Issue 10
E6 - 3 - 3
Intentionally Blank
Issue 10
E6 - 3 - 4
Annex A to
Part III REME CI E6
Issue 10
REME SOLDIER PROMOTION AND CLM QUALIFICATIONS AIDE-MEMOIRE
Rank
of Sldr
Date of
SJAR
SSgt
30 Sep
Date for SJAR
to arrive at
REME
10
Sldr Wing
30 Nov
Promotion Board
Date
Results
Promotion
Year
Selected for
Promotion
To
January
February
1 Apr – 31
Mar
WO2
Prior to next Board
Sgt
30 Nov
31 Jan
February
April
1 Apr– 31 Mar
SSgt
Cpl
31 Jan
31 Mar
April/May
June
1 Oct– 30 Sep
Sgt
Prior to next Board
LCpl
31 Mar
31 May
June
August
1 Oct– 30 Sep
Cpl
Prior to next Board
Cfn
31 May
31 Jul
September
October
1 Oct– 30 Sep
LCpl
WO2
30 Jun
31 Aug
November
December
1 Apr– 31 Mar
WO1
CLM
Courses to
11
Complete
Duration
Course Information
Delivered by
Bid to
WO CLM Part
1 (A&S)
5 days
REME Arms
School
REME Sldr
Wing
WO CLM Part
2 (AWI 12)
AWI within 3
Months
Unit/AEC
WO CLM Part
3 (AEC)
5 Days
AEC
AEC
10 Days
REME Arms
School
REME Sldr
Wing
AWI within 3
months
Unit/AEC
5 days
AEC
AEC
10 Days
REME units
Fmn ES
AWI within 3
Months
Unit/AEC
JNCO CLM
Part 3 (AEC)
5 days
AEC
AEC
PNCO CLM
10 days
REME units
Fmn ES
SNCO CLM
Part 1 (A&S)
SNCO CLM
Part 2 (AWI)
SNCO CLM
Part 3 (AEC)
JNCO CLM
Part 1 (A&S)
JNCO CLM
Part 2 (AWI)
10
Can advance or delay reports by up to 2 mths. Authority must be sought from REME Sldr Wing for all delayed SJARs. The required SJAR receipt date at APC is a deadline not a suggestion, those
received after this date will be reported to Col CM CSS.
11
Previous qualifications may have grandfather rights; see latest CLM Handbook. To be eligible for the next rank, all elements of CLM must be completed before the promotion board sits.
12
Army Workplace Induction
Issue 10
E6 - 3- A - 1
Annex B to
Part III REME CI E6
Issue 10
REME SOLDIER PROMOTION REQUIREMENTS
Ser
(a)
Rank Step
(b)
Promotion Roll
(c)
Min Service in Rank
(d)
13
Quals for Sub
Rank
(e)
Class 2 and SJAR
recommendation. 12 months in
field force as at 30 Sep
PNCO CLM
Class 3 and SJAR
recommendation.
PNCO CLM
1
Cfn – LCpl
Armr, Mtsm, Rec Mech, TSS,
VM
2
Cfn – LCpl
Technician trades
3
LCpl – Cpl
All trades
2 years in sub rank
as at 30 Sep
JNCO CLM Pt 1
4
Cpl - Sgt
All trades
Class 1 and 2 years in sub rank as
at 30 Sep
SNCO CLM Pt 1
5
Sgt - SSgt
TSS, Rec Mech
3
6
Sgt - SSgt
Artisan trades
15 years service and 3 years in
sub rank as at 31 Mar
7
SSgt – WO2
Artificer trades
4
16
years in sub rank as at 31 Mar
WO CLM Pt 1
8
SSgt – WO2
TSS, Rec Mech
3
16
years in sub rank as at 31 Mar
WO CLM Pt 1
9
SSgt – WO2
Artisan trades incl
Technicians (less Ser 12)
17 years service and 3 years in sub
rank as at 31 Mar
10
WO2 – WO1
All trades
2 years in sub rank as at 31 Mar
14
16
15
years in sub rank as at 31 Mar
17
13
WO CLM Pt 1
Trade qualifications must be “as at” and entered on JPA before the respective promotion board convenes
Upon successful completion of phase 2 trade training.
15
Generally there is no seniority in sub rank gained by those promoting earlier than others in the promotion year; in essence the
promotion year is a qualifying period. Promotion from Sgt-SSgt results in a change in promotion year, Sgts substantiating before 31 Mar
will be a promotion year ahead of those substantiating post 1 Apr. Likewise for Art SSgts completing courses before 31 Mar.
16
May be boarded one year early
17
Reckonable service as defined in the Promotions and Appointments Warrant 2009.
14
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E6 - 3- A - 2
PART IV – ASSIGNMENTS
Introduction
1.
Throughout their service in REME, soldiers are at all times to be on the posted strength
of a unit or administered by REME Sldr Wing whilst held on the Sickness Absence Management
(SAM) list 18. Soldier assignment policy is detailed in QRs, paras 9.260-9.274.
Individual Assignments
2.
General. REME soldiers are assigned in accordance MS’ Binding Principle from which
is derived the Individual Assignment policy outlined below. They do not normally move as a
result of the Arms Plot as do the Infantry, Royal Armoured Corps and to some degree, the
Royal Artillery. However, REME soldiers may be assigned as a direct consequence of a parent
unit Arms Plotting, for example, if the incoming unit has a change of role or a reduction in
liability.
3.
Assignment. An assignment is the removal of a soldier from the unit in which he is
serving and his placement into another. The instrument that formalises the posting process is
the Assignment Order (AO), normally issued by REME Sldr Wing. The AO is issued via JPA to
the soldier and the administrators of both the losing and gaining units.
4.
Assignment Policy.
are not moved except:
a.
The principle underpinning REME assignments is, that soldiers
To meet the needs of the service.
b.
It is in the soldier’s career interests, e.g. to give a spread of experience of
eqpt/unit types or Theatres, or to promote.
c.
5.
When.
To meet a reasonable personal request.
Assignment Orders will be necessary to:
a.
Place a soldier who has completed Phase 2 training.
b.
Place a soldier onto, or at the completion of, a long course.
c.
Replace a soldier who is leaving the Service, changing trade or transferring to
another Arm or Service.
d.
Place a soldier on promotion in a post of the appropriate rank.
e.
To enable an establishment change to be made.
f.
To meet an operational requirement.
g.
To meet the needs of a soldier who has a dependant with special needs (see
AGAIs).
6.
Authority for Assignments. In peacetime REME Sldr Wing is the authority for the
issue of AOs for REME soldiers. COs may reallocate soldiers between sub units without
reference to REME Sldr Wing provided this does not involve a change of PID.
18
This includes absentees.
Issue 10
E6 - 4 - 1
7.
Notice of Assignment. REME Sldr Wing is to aim to issue AOs 4-6 months in
advance of an assignment date 19. However this may not always be possible. MS’s Binding
Principle underpins all AOs. Some of the more common factors causing a shortened timeframe
are:
a.
To meet an operational need.
b.
Casualty replacement.
c.
Ex-course postings.
d.
Promotions and commissioning.
e.
To meet the requirements of soldiers with special needs dependant/welfare
problems.
8.
Tour Lengths. Default tour length will be four years for Cfn-SSgt and two-three years
for Warrant Officers depending on the post 20.
Ser
(a)
1
2
Career Trigger
(b)
Initial Posting from Phase 2
Completion of Class 1
Length
(c)
4 years
2-4 years
3
4
Service in Canada, Belize, Brunei
Army Recruiting / E2
2 years
2 years
5
Artificers (post course graduation)
2-3 years
Comment
(d)
Dictated by selection for promotion,
unit vacancies and REME priorities.
No longer than 3 years due to trade
skill fade
Provides opportunity to serve with 2
units prior to promotion to WO2
9.
AOs will clearly state the planned tour length with a future availability date highlighted;
this is for planning purposes only. Whilst every endeavour is made to meet these tour lengths it
may be necessary to amend the end of tour dates for the reasons outlined above. In principle,
an individual who has given notice to terminate his service or who is within 12 months of
completing a full career will not be posted. However giving notice in a post which is normally 2
years does not guarantee extension. REME Sldr Wing remains the authority for extension in
post.
10.
Requests for Extension of Assignment. Requests to extend an assignment will be
considered by REME Sldr Wing alongside additional Corps-wide manning factors. Requests
should be made in writing and must be supported by CO/OCs, as appropriate. Justifications are
always required.
11.
Assignment Date. The date of arrival in the unit is shown on the AO. This is the latest
time that the soldier should report for duty.
12.
Leave. Any pre or post tour leave entitlement is taken into account, in accordance with
ALM, when planning soldier assignment. The arrival date does not account for relocation
leave 21 nor does it take into account the taking of any Annual Leave.
19
MS’s target is at least 4 months.
MS’ Binding Principle remains extant – The needs of the Army come first and those of the soldier and family a very
close second.
21
Currently the gaining unit stands the gap created by relocation leave.
20
Issue 10
E6 - 4 - 2
13.
Assignment Preference – Soldier Career Review (SCR). The assignment
preference is the primary method by which a soldier informs REME Sldr Wing of his personal
preference for future employment. The assignment preference is part of the Soldier Career
Review (SCR) process which is copied into every soldier’s P/file. Changes to that form are
agreed by the soldier, REME Sldr Wing and his chain of command before the personal file
records are updated. Soldiers are strongly encouraged to ensure the information held is current
and relevant (see Part IX).
14.
Assignment Orders (AO)
a.
Distribution. The executive instruction for an assignment is the AO. AOs are
distributed as follows:
(1)
The soldier.
(2)
The losing unit, in order to:
(a)
Notify the soldier.
(b)
Initiate his movement to the gaining unit.
(c)
SOS the soldier on his departure.
(3)
The gaining unit, in order to Arrive the soldier.
(4)
Any staging unit, if required.
(5)
The soldier’s career file.
(6)
The soldier’s Employing Officer (OC or equiv from gaining and losing
Unit).
15.
Arrival. JPA arrival actions are to be in accordance with SPS/JPA work instructions.
The soldier should be arrived at the unit at the first possible moment; failure will leave the
soldier at the losing unit and will not allow MS responsibilities to be executed or allowances
issued.
16.
Return of Service. Tradesmen assigned or detached from a unit to attend a long
course (Basic, Class 1 or Artificer course) are often required to commit themselves to a
guaranteed return of service in recognition of the training, both financial and operational, being
offered. Details of the current Returns of Service (formally referred to as Time Bars) associated
with each REME course are shown in AGAI Vol 2 Ch 48 and annually in a Defence Information
Note (DIN). REME Sldr Wing coordinate the issue of a Return of Service proforma with course
joining instructions. This proforma must be signed by the soldier, countersigned by an officer
and returned to REME Sldr Wing before a student will be allowed to attend a course.
17.
E2 Appointments. Opportunities exist for REME soldiers to serve in a number of E2
appointments such as CGS’s Briefing Team, Recruiter posts, IS, UOTCs and as AIPTs in the
various Army colleges. Soldiers may request consideration for such employment on their SCR.
No soldier, regardless of trade, is restricted from applying. Selection of candidates is carried
out by REME Sldr Wing and notification will be by signal. High calibre soldiers should be
encouraged to apply for these high profile posts.
18.
Loan Service. Opportunities exist for soldiers to serve overseas in loan service
appointments with the Armed Forces of Oman, Kuwait and Brunei. Volunteers should submit
assignment preferences as appropriate, ensuring their wishes are recorded on ARs and remain
Issue 10
E6 - 4 - 3
alert to signals initiating trawls for such appointments. It will be assumed volunteers have
researched the posts and conditions of service (particularly for families) before submitting
themselves for consideration. Should circumstances change they are to immediately inform
REME Sldr Wing.
19.
Volunteers for Specific Posts/Employment. There are some specific posts for which
individuals may volunteer. Applications should be submitted to REME Sldr Wing and be
supported on ARs. Again research before volunteering will be assumed.
a.
Gurkha units.
b.
Helicopter Pilot (Refer to AGAI Volume 2 Paragraph 43.081).
c.
Cadet Training Teams.
d.
PTI/Adventure Training Instructors.
e.
Medical and Dental Technicians.
20.
Handovers. There is no manning margin for handovers. However, some posts will, by
necessity, demand a handover, particularly those involving stores or money. With the exception
of a few designated posts, handovers will not exceed 5 working days.
21.
Removal from Post. The procedures to follow for removal from post are given in
AGAI 67. REME Sldr Wing will only be involved as part of that process.
22.
Assignment Boards.
Issue 10
See Part V.
E6 - 4 - 4
PART V – CAREER MANAGEMENT BOARDS
General
1.
REME Sldr Wing is tasked with the execution and integration of various boards within
the APC calendar. For ease of reference these are covered in the sections as outlined below:
a.
Section 1.
Number 7 Soldier Selection Board.
b.
Section 2.
Assignment Board.
c.
Section 3.
REME Soldier Employment Board.
d.
Section 4.
Employability Board.
e.
Section 5.
Promotion Board.
2.
Each of the boards is subject to its own practise, precedent and rules. Where relevant
these are exposed below.
Section 1
The No 7 Soldier Selection Board
Background
3.
REME Sldr Wing regularly presents soldiers to the No 7 Soldier Selection Board
(hereafter referred to as No 7 Board) for consideration for assignments to posts on operations
or at E2. Due to the high tempo of operations and the shortfall in OPP trades, not to mention
those who are non- deployable and breech Individual Harmony Guidelines (IHG), the task of
finding suitably qualified and deployable soldiers is becoming more difficult. The No 7 Board is
the authority that selects soldiers for such posts, it ratifies any nominations made and appoints
to fulfil the manning needs of the Army. Once selected by the No 7 Board the selection process
and discussion period is complete and assignment action will then follow.
Aim
4.
The aim of this Section is to explain the process of the No 7 Board and how it affects the
REME soldier and the chain of command.
General
5.
The No 7 Board is responsible for selecting the following:
a.
SNCOs and WOs to fill operational E2 posts on the Operational Commitment
Establishment (OCE) for which at least 4 months of notice has been given.
b.
Other Ranks (ORs) across all ranks to fill non-operational E2 posts, including IS
Roster and VEng (LC) E2 Posts.
6.
No 7 Boards are also responsible for overseeing the selection by CM Sldr Wings of the
following:
c.
SNCOs and WOs to fill operational E1 posts on the OCE.
d.
ORs across all ranks for operationally-vital E1 posts as directed by Col CM Ops.
Issue 10
E6 - 5 - 1
e.
British Forces South Atlantic Islands (BFSAI).
f.
British Army Trg Unit Suffield (BATUS) Temporary Duty Staff (TDS).
g.
British Army Trg Unit Kenya (BATUK) TDS.
REME Sldr Wing Involvement with the No 7 Board
7.
The Corps must ensure that it has correct representation at the No 7 Board, it is good for
the Army, the Corps and the soldier. Some posts lend themselves naturally to specific career
groups of REME tradesmen due to their functional competencies (eg. a VM to assist on TDS at
BATUS) whilst others are for generic jobs that do not fit neatly into the REME soldiers skill set.
Many of these posts (normally at E2) are posts that the REME Sldr could conduct and add
significant value (eg a CIMIC SNCO for the OCE) – again we must not let these posts slip to
other capbadges; we must compete strongly.
REME Sldr Wing No 7 Board Loading Process
8.
The process followed at REME Sldr Wing is:
a.
Review the job specifications for the position and extract competencies required
to fill.
b.
Search JPA to find those soldiers with the correct competences. 22
c.
From the list produced above check the soldier’s separated service 23.
d.
Check the soldier’s future moves (intended assignments, op tours, career
courses etc).
e.
f.
Other issues considered in selection:
(1)
Is the soldier a volunteer?
(2)
Does the post enhance the soldier’s career profile?
(3)
Impact of the assignment on the losing unit.
Inform the losing Fmn of the intended nomination 24.
g.
Although this list is not exhaustive, if the majority of the serials above have been
satisfied the soldier will be presented to the Board.
The Board
9.
The No 7 Board consists of experienced officers (normally SO1s), who are tasked with
reading the soldiers AR and assessing the soldiers suitability for the post. Dependant on
competence, quality and employability of the soldier compared with others presented for the
same post they agree or deny the assignment. The soldier stands or falls on the strength of his
Annual Report (AR) and operational inserts, all underpinned with his competencies (or ability to
secure competences).
22
This does not preclude those without competencies being selected. PDT can include trg.
We will use the Separated Service Reporting Tool.
24
At Fmn level (Incl Th Tps and JHC), following notification of nominee minor changes may have to be conducted.
23
Issue 10
E6 - 5 - 2
10.
When a soldier has been presented to the Board but fails to secure the post for which
he/she was nominated, the No 7 Board may find an alternative post that suits that soldier’s skill
set.
Post Board Activity
11.
Once the No 7 Board has concluded, and following a period of MS soak, the successful
candidate list will be published; shortly after Assignment Orders will be issued. The target is to
give 4 months notice of such tours. However due to the tempo of ops and other unforeseen
instances many posts become vacant at the last minute. In such cases the Field Army must
expect these timelines to be reduced. Where a soldier has been deployed on a 6 month tour
the losing unit may have to support the gap this assignment creates.
Summary
12.
The Corps must do as it ought and fill posts in order that capability can be delivered to
operations, training units and the Field Army as a whole. The No 7 Board has a very important
task to fill and its decisions must not be taken lightly. The Assignment Order issued post Board
activity is just that, an order, it is compliant with the Services Discipline Act and is an order from
the APC; it is not there to stimulate conversation.
Section 2
Assignment Boards (AB)
13.
General. REME Sldr Wing is tasked to run ABs as a result of MS activity. REME Sldr
Wing is to publish internally annual Process, Procedure & Rules (PP&R) in accordance with MS
Assurance and best practise. These are to be endorsed by the Col REME.
14.
Tasks.
The AB is to:
a.
Appoint those soldiers selected for promotion from that year’s Promotion Board
(PB).
b.
Appoint soldiers already holding substantive rank and due posting into
subsequent posts.
15.
c.
Appoint soldiers in acting rank in advance of their promotion selection.
d.
Endorse gaps created by manning shortfalls.
Composition.
The AB will be composed as follows:
a.
Chair:
SO1 REME Sldr Wing. (SSgt –
WO1)
Nominated Desk Officer (Cfn-Sgt)
b.
Members:
Section Desk Officers – as
appropriate.
Manning Clerks
CASM.
Wing ASM
Other External Members – as
appropriate.
c.
Issue 10
Secretary:
SO2 REME Sldr Wing.
E6 - 5 - 3
Nominated manning clerk
16.
AB Timings. The AB runs off the selection order of merit from the Promotion Board
(PB). The PB sits at regular intervals throughout the year and normally take 2 or 3 days to
complete. The REME AB will follow the PB. AB results for WOs will be promulgated via Fmn
MS reps at a period, not to exceed one month, following the AB. Once the ES chain of
command has been informed of the findings the AB results will be published on MS Web.
Assignment Orders will follow. All other AB (Cfn-SSgt) results will be held for Desk Offr use
only.
17.
Generation of Vacancies. The PB is the driver for the subsequent move of soldiers.
Posts will become vacant due to the following reasons:
a.
WOs Commissioned on to Late Entry Terms and Conditions of Service (TACOS).
b.
Soldiers leaving the Corps as a result of:
(1)
Completion of their 22 year engagement (or 24 years for those on VEng
(FC) TACOS).
(2)
Voluntary Outflow (PVR, notice etc.).
(3)
Transfer.
b.
Soldiers removed from post as a consequence of AGAI 67 Action (blameworthy
and non-blameworthy).
18.
c.
Changes in liability.
d.
Soldiers relegated to the SAM system.
Process.
REME Sldr Wing will adopt the following process in conducting its ABs:
a.
Consideration of Soldiers. Looking at the soldier’s order of merit (OOM) on
the feeding PB 25, with preference given to the priority of posts to be filled, soldiers will be
selected for posts in accordance with their quality, competence and preference. MS’
Binding Principle applies.
b.
Provisional WO1 and WO2 AB Issued. The initial AB will be issued to ES
CoC. Following this a period of ‘soak’ will be enforced to enable the CoC to consider the
implications of movements.
c.
Feedback. If required, the CoC should provide REME Sldr Wing with feedback
on the intended AB decision with a penalty statement.
d.
Review Board.
consider challenges.
An AB review Board, membership as at para 15 above, sits to
e.
Final AB Issued. The final AB will be issued via the ES CoC. Once issued to
the ES CoC, and not before a period of 3 working days, the list will be made public on
MS Web under REME Sldr Wing.
Section 3
25
Returnees (those soldiers on subsequent assignments) will be graded into quartiles of quality. The top quartile of
returnee will be considered before the top quartile of the recently promoted soldier from the PB OOM.
Issue 10
E6 - 5 - 4
The REME Soldier Employment Board (RSEB)
19.
General. There may be occasions when the employment of a REME soldier changes,
or a transfer either across the Corps or to another Arm or Service results in a change of
TACOS, a change of Main Trade for pay (MTP) or a change of cap badge. In those instances
SO1 REME Sldr Wing is to act as the authorising officer; whereby it may be appropriate to
convene an RSEB. The soldier may be invited to attend the board and / or produce evidence
as required.
20.
Aim. The purpose of the RSEB is to consider the suitability of a soldier for service in a
REME trade and the terms and conditions of service (TACOS) under which the soldier will serve
Examples of when an RSEB may be convened are:
a.
To determine the suitability of a soldier requesting a transfer into REME.
b.
To determine the suitability of a soldier requesting a change of trades within
REME.
c.
To consider the suitability of a soldier asking for a change in his/her TACOS.
d.
To consider a complaint made by a soldier under the provisions of AGAI 70 or
JSP 831.
e.
To consider a soldier for employment away from his/her core trade (E2 etc).
f.
To consider a soldier for employment in a loan, joint or specialist overseas post.
g.
The discharge of a soldier who fails to fulfil the needs of the Army (see para
9.260 of Queen’s Regulations for the Army 75).
h.
To ensure the employment of a soldier complies with the needs of the Competent
Army Authority (Inspectorate).
21.
Board Membership. The RSEB will not have a set membership as no two boards will
be the same. Notwithstanding that the RSEB is likely to draw its membership from the
following:
a.
REME Sldr Wing (in all cases).
b.
CD CSS ES Eng Pol & Standards.
c.
11 Trg Bn (SEAE) (for all technical trades).
d.
10 Trg Bn (SEME) (for all mechanical trades).
e.
REME AS (for cases involving Artificers).
f.
Field Army.
g.
Any other member SO1 REME Sldr Wing believes will add value (Occupational
Health Officer, Medical Officers, Welfare Agencies, Padre etc).
22.
SO1 REME Sldr Wing will direct what departments are to be represented and the
minimum ranks/experience of each member. SO2 REME Sldr Wing is responsible for the
Boards administration.
Issue 10
E6 - 5 - 5
23.
Terms of Reference. Prior to the Board SO1 REME Sldr Wing will give clear direction
as to the terms of reference (TORs) for the board. As with board membership no two sets of
TORs will be the same however they must include:
a.
The Aim.
b.
Member Responsibilities.
c.
Timings and Conduct of the Board.
d.
Outcomes Required.
24.
Soldier Involvement. There may be occasions when the soldier under review is
invited to attend the board in order to produce evidence or provide clarification. If that is the
case, SO1 REME Sldr Wing is to write to the soldier’s employing officer giving details of the
board, its aims, it conduct and the location.
25.
Conduct. The RSEB will take place at a location convenient to the members and, if an
interview is required, a location convenient to the soldiers who’s employment is being
considered. If possible, and in order to reduce travel, VTC can be used. Prior to the Board, and
in camera, the Chairman will set the scene, discuss the procedure and determine the boards
outcomes. The following may be covered:
a.
Board itinerary.
b.
Documents to be consulted:
(1)
Appraisal reports (CR, SJAR, NSAR, Op Inserts, commendations etc).
(2)
Authenticated trade reports (military and civilian).
(3)
Medical files (subject to medical confidentiality).
(4)
Welfare reports (subject to confidentiality).
(5)
Disciplinary records.
(6)
Other relevant documents.
c.
Questions to be posed, in what order and by whom.
d.
Outcomes to be achieved.
e.
Method and timings of result promulgation.
f.
Post Board activity.
27.
Outcome. The outcome of the Board will be in accordance with its aims 26 with a
record of decisions produced and a copy lodged in the soldier’s p-file.
26
e.g. if convened to consider a soldier for employment in a loan, joint or specialist overseas post, after reviewing documentation,
interviewing the soldier and discussing the application the Board could conclude by saying the soldier is unsuitable, suitable or
suitable but with caveats.
Issue 10
E6 - 5 - 6
28.
Dissemination of Results.
will detail any action to be taken.
Results will be published to the soldier and his CoC and
29.
Challenges. Any challenges are to be in accordance with procedure laid down in
AGAI 70 or JSP 831.
Section 4
REME Soldier Wing Employability Board (EB)
30.
General. The Employability Board considers the suitability of non-MFD soldiers for
employment in the next rank to ensure they are capable of completing MATTs and where
applicable meeting CLM course standards 27, which include the start standards and course
objectives; emphasis is placed on the physical elements with all soldiers expected to complete
MATTs 1-9 during the training year and prior to attending the relevant CLM Part 1 course.
There are no physical element waivers for REME soldiers, regardless of their JMES grading or
CEG. Soldiers that are not capable of meeting physical MATTs should not expect to
promote, regardless of the requirement to attend CLM courses (ie promotion to SSgt and
WO1).
31.
Board Membership. SO1 REME Soldier Wing is the permanent Chairman for all
REME Soldier Wing Employability Boards. Employability Boards will consist of the relevant
career managers in order to ensure consistency across all boards. C2 MSF REME Promotions
Section is to act as the Secretary and the Wing ASM will observe.
32.
Procedure. Boards are convened following the respective promotion board and
evidence is to be presented by the relevant Desk Officer. The process followed by the board is
outlined at the end of this section on page 9. Evidence includes all recent information received
from the unit regarding the soldier’s ability to meet the CLM requirements:
a.
Up to date Appendix 9 to PAP 10.
b.
Completed BCCS Fit to Attend certificate.
c.
Service Person Profile Sheet (from JPA).
d.
Completed Appendix 18 to PAP 10 (where available/requested).
e.
Completed Appendix 26 to PAP 10 (where available/requested).
33.
Outcome. Using corporate knowledge each Board Member shall place the candidate in
one of three categories based on the evidence presented:
a.
Yes – The Board believes the soldier can be employed in the higher rank/could
complete MATTs, BCCS training where applicable, and is widely employable. Or a non
deployable job can be filled for final tour of duty (normally last 2 years); Soldiers in this
category will require an authorised waiver as per CLM Handbook.
b.
More Information Required - Insufficient evidence to make a recommendation.
c.
No - The Board believes the soldier cannot be employed in the higher rank/could
not complete MATTs, BCCS training where applicable, and is not widely employable.
27
CLM Training & Education Policy Handbook v4.4 dated Mar 15.
Issue 10
E6 - 5 - 7
34.
Consensus. Consensus shall be reached when 3 or more Members grade the
candidate with the same recommendation. Where consensus is not reached the Chairman will
direct discussion on the candidate. Should it prove impossible for consensus to be reached the
candidate is to be graded "More Information Required".
35.
Promulgation of Results. Candidates graded "Yes" can move to the Assignment
Board phase of the board cycle. Candidates graded "No" are to be informed by their Career
Manager in writing via their Commanding Officer of the outcome of the Board. Soldiers graded
"More Information Required" will be presented to the next available Employability Board
providing:
a.
b.
time.
Issue 10
A more detailed Appendix 9 to Ref D is submitted to REME Sldr Wing on time.
OR
An Appendix 18 and Appendix 26 to Ref D is submitted to REME Sldr Wing on
E6 - 5 - 8
EMPLOYABILITY BOARD PROCESS
Issue 10
E6 - 5 - 9
Section 5
Promotion Boards (PB)
36.
General. REME Sldr Wing is tasked to run Promotion Boards for each rank annually.
Only one board is to be run for each rank although exceptionally supplementary Special
Grading Boards may be run. REME Sldr Wing is to publish internally annual PP&R in
accordance with MS Assurance and best practise. These are to be endorsed by the Col REME.
37.
Tasks.
a.
The PB is to:
Consider all soldiers eligible for promotion in the following promotion year.
b.
Produce an order of merit (OoM) for those soldiers eligible and presented to the
board.
c.
Consider all soldiers presented to the board as supplementary Special Grading
Board candidates who have missed a previous report 28.
d.
Comment on any reports that are poorly presented or that are ambiguous in
terms of assessing promotability.
e.
Identify and comment on any reports that do not meet JSP 757 in respect of
content or style.
f.
Provide feedback to the chain of command on any trends that might be identified
in terms of style, content or effect with regard to promotion.
38.
Composition.
The PB will be composed as follows:
a.
Chair:
•
•
•
Col REME– for promotion to WO1.
SO1 REME Sldr Wing – for promotion to Cpl - WO2.
SO2 REME Sldr Wing – for promotion to Cfn - LCpl
.b.
Members:
•
•
•
•
•
Field Army Lt Cols 29 – for WO1.
Maj or above – for WO2.
Capt 30 or above – for SSgt.
WO1 or above – for Sgt.
SSgt or above – for Cpl and LCpl.
c.
Secretary:
•
C2 Section P REME Sldr Wing.
d.
Observers:
•
As appropriate.
39.
Observers. Observers are strongly encouraged to attend. They must be at least 3
ranks senior to the promotion board candidates. They do not need to necessarily attend the
entire board. This is an excellent medium to hone AR skills.
40.
AB Timings. All PBs are conducted in line with the Harmonised Soldier Year (HSY)
with the express aim of publishing results in line with the HSY timetable. There is no flexibility in
these timings.
28
This is only to occur if board members are of the correct rank.
Those recently appointed in command or those about to assume command.
30
In or post LAD command.
29
Issue 10
E6 - 5 - 10
a.
Cfn to LCpl PB.
Sits in Sep for promotion year 1 Oct to 30 Sep.
b.
LCpl to Cpl PB.
Sits in Jul for promotion year 1 Oct to 30 Sep.
c.
Cpl to Sgt PB.
Sits in May for promotion year 1 Oct to 30 Sep.
d.
Sgt to SSgt PB.
e.
SSgt to WO2 PB.
Sits in Jan for promotion year 1 Apr to 31 Mar.
f.
WO2 to WO1 PB.
Sits in Dec for promotion year 1 Apr to 31 Mar.
Sits in Mar for promotion year 1 Apr to 31 Mar.
41.
Results. Results will be published by CM Ops in the APC 31 (this is not REME Sldr
Wing) on the first Thu of the month that follows the PB and in line with HSY. to promote
continues to be the Corps Orders as detailed in Part III of this instruction.
42.
Generation of Vacancies.
Vacancies for promotion are generated by:
a.
Promotion into the rank above or commissioned.
b.
Soldiers leaving the Corps as a result of:
(1)
Completion of their engagement (22 or 24 years for those on VEng (FC)
TACOS).
(2)
Voluntary Outflow (PVR, notice etc..).
(3)
Transfer.
c.
Soldiers removed from post as a consequence of AGAI 67 Action (blameworthy
and non-blameworthy).
d.
Changes in liability.
e.
Soldiers relegated to the SAM system.
31
With the exception of Cfn-LCpl results which will be published by REME Sldr Wing via the ES functional Chain of Command.
Issue 10
E6 - 5 - 11
PART VI – TRAINING
General
1.
This chapter covers the training of REME soldiers and is broken down into the following
sections:
a.
Section 1.
REME Career Courses Involving Field and Combat Skills Training
b.
Section 2.
CLM Requirements for Promotion
c.
Section 3.
Career Training Requirements
d.
Section 4.
Spec Quals
e.
Section 5.
Artificer Selection and Training (Refer to REME Corps Instruction E5)
Section 1
REME Soldier Career Courses Involving Field and Combat Skills Training – Policy for
Attendance and Removal
2.
General. In the Contemporary Operating Environment (COE) there are no ‘front lines’ in
the traditional sense and REME soldiers must be prepared to fight to achieve their mission. For
this reason, REME career training for those most likely to command and lead in the COE includes
arduous field exercises and training in Basic Close Combat Skills (BCCS). This training is formally
assessed. The following REME career courses have assessed field and BCCS phases:
a.
The Potential NCO (PNCO) Command, Leadership and Management (CLM)
Course.
b.
Junior NCO CLM (JNCO CLM).
c.
Senior NCO CLM (SNCO CLM).
d.
The Artificer Command and Field Course (ACFC) Phase 3. 32
3.
Balancing the Requirement. REME personnel are selected for promotion based upon
their performance, employability and their potential for higher rank. Employability includes their
potential for employment in the COE. This policy seeks to balance 2 competing issues:
a.
REME personnel (commensurate with their role) must be able to deploy, work, fight,
survive, command and lead in the COE.
b.
REME personnel must be given a fair chance to qualify for promotion if capable of
doing so.
4.
Other REME Career Training. REME career courses without field and BCCS are listed
below, however soldiers attending these course should be capable of passing MATT 2:
32
More detailed guidance on Artificer selection and training is contained in REME Corps Instruction E5 – Artificer Selection and
Training.
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a.
Phase 1 (ACFC 1) and Phase 2 of REME Artificer Training.
b.
The REME WOs’ Course (RWOC33).
Policy for Attendance
5.
Basic Principle. REME career courses specifically for medically downgraded personnel
are no longer run. Downgraded personnel will attend the same courses as fully-fit personnel and
be assessed alongside them against the same criteria. REME personnel seeking to attend career
training that includes field and BCCS phases are therefore:
a.
To hold a ‘deployable’ Medical Deployment Standard (MDS) grading under the Joint
Medical Employment Standards (JMES) system. This will typically be one of the following:
(1)
P2 Medically Fully Deployable (MFD) with no restrictions.
(2)
P2 MFD with a medical risk marker (medical ‘flag’).
(3)
P3 Medically Limited Deployable (MLD) 34.
b.
To be capable of meeting the course loading criteria, i.e. must have completed
MATTs 1-9 (to level 1) in the 12 months leading up to a CLM Pt 1 course, particular
emphasis is placed on successful completion of MATT 2.
c.
To be capable of meeting all course Training Objectives (TOs) – assessed and
unassessed - without special consideration 35.
d.
If below P2, able to meet all the input standards (para 5b) and course TOs, and
complete the field and BCCS phases without significant risk to their condition.
2.
Soldiers Graded P3 MLD. Soldiers graded P3 MLD are to be examined by a Medical
Officer (MO), who is to certify that the soldier is fit to undertake the course and to complete the field
training and BCCS elements. This certification is to be forwarded ahead of course attendance to
the training unit 36 in accordance with individual course Joining Instructions (JIs). A checklist of field
and BCCS tasks that a student must be able to undertake is at Annex A 37. Where doubt or risk still
exists, a second examination by a MO is to be organised by the training unit prior to course start 38.
More detailed guidance for Artificer selection and training is contained in REME Corps Instruction
E5 – Artificer Selection and Training.
3.
Soldiers Temporarily Downgraded. Soldiers temporarily downgraded, typically to P3
MLD or to a Medically Non-Deployable (MND) grade, are to defer attendance until fully recovered
and upgraded or until their grading becomes permanent and a re-assessment is required.
4.
Soldiers who become Ill, Injured or whose Medical Grading Changes during Training.
Soldiers who become ill, are injured or whose medical grading changes during a career course are
to be medically assessed and a case made recommending retention or withdrawal of the soldier
33
AFT must be completed on course.
A Medical Board may award the PULHHEEMS grading of P7 MLD but this will be exceptional.
35
‘Special consideration’ does not include those measures that assist learning, such as the use of different colours on presentation
slides, and which are simply good instructional practice.
36
‘Training unit’ includes the REME AS and all REME Bns that deliver PNCO and JCLM training.
37
Individual courses may require slightly different criteria.
38
This is standard practice, using SMO Arborfield Garrison, for courses conducted at the REME Arms School (REME AS)
34
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from training. For soldiers on CLM training a decision to retain or return to unit (RTU) will generally
be made direct between the training unit and the soldier’s parent unit. For Artificers, more detailed
guidance is in REME Corps Instruction E5 – Artificer Selection and Training.
5.
Soldiers Permanently Graded MND. As a general principle, soldiers permanently graded
39
MND will not be loaded on career courses containing field and BCCS phases. This allows the
Corps to maintain its capability in the COE by only selecting, training and promoting those who can
function successfully within it. Exceptionally, soldiers with a permanent MND grading may be
considered to attend providing:
a.
They have been assessed as suitable to be retained in the Corps in accordance
with the PULHHEEMS Administrative Pamphlet (PAP) 2010, Chapter 10 40.
b.
Be capable of meeting the course loading criteria, i.e. must have completed MATTs
1-9 (to level 1) in the 12 months leading up to a CLM/SCLM Pt 1 course, particular
emphasis is placed on successful completion of MATT 2.
c.
They are capable of meeting all course Training Objectives (TOs) – assessed and
unassessed - without special consideration.
d.
They are capable of completing the field and BCCS phases without significant risk
to their condition.
6.
Further Guidance -Course TOs. Guidance on course TOs may be sought from the
following:
a.
MSEC(L): Sen Instr Offr Trg (Junior)
-
94251 2724
b.
ACFC 3: Sen Instr Art Trg
-
94251 2357
c.
All REME CLM Trg: Sen Instr CLM
-
94251 2468
7.
Further Guidance - PT and MATTs Requirements. Physical activities are an integral part
of REME career courses and integrated PT (with fully fit and downgraded soldiers working
together) is usually the norm. On longer career courses (SNCO CLM and ACFC 3) physical
activities that promote leadership and personal development are programmed into the course in
order to:
a.
Allow training staff to assess individual motivation and training risk.
b.
Allow students to practice devising physical activity programmes themselves.
c.
Allow students to develop, maintain and measurably improve their own fitness.
As a general guide, soldiers who can pass MATT 2 will be able to gain maximum benefit from
training and stand the best chance of passing. An AFT is conducted on SNCO and WO CLM;
MATT2 during phases of the ACFC. Further guidance is available from the contacts at paragraph
9a and in individual course JIs.
39
40
Although there are exceptions (e.g. P3 MND and P7 MLD), MND typically include the PULHHEEMS grades of P0, P4, P7 and P8.
Policy for Phase 2 trainees is at DEME(A)-020412 dated 4 May 10 – Medical Waiver Policy for REME Phase 2 Trainees.
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Policy for Removal From Career Training
8.
Removal from a REME training course typically involves the soldier being RTU unless the
training unit is also the one designated as the soldier’s unit for administrative and disciplinary
purposes. Removal from a career course that is required for further promotion or confirmation of
appointment (which includes the courses listed at Paragraph 3) constitutes a ‘Removal from
Appointment’ and requires the training unit to instigate removal action and reporting in accordance
with Army General and Administrative Instructions (AGAIs), Vol 2, Chap 67 41.
9.
Where such cases arise, removal action will be underpinned by an assessment of whether
the removal is blameworthy or non-blameworthy and whether its cause is unsuitability, inefficiency
or misconduct. Each case will be different but, as a general guide:
a.
Removal due to Values and Standards (V&S) transgression is likely to be classed
as blameworthy/misconduct.
b.
Removal due to a failure to meet the required standard against formal TOs may
involve elements of all categories, less misconduct.
c.
Removal due to Injury or illness is likely to be classed as nonblameworthy/unsuitability.
Section 2
CLM Requirements for Promotion
10.
Command Leadership and Management (CLM) course requirements for promotion up to
the rank of WO2 are as detailed below.
Selected for Promotion to Substantive LCpl
CLM 2008
PNCO CLM Pt 1
(A&S)
CLM 2004
JNCO CLM Pt1A
Course required for Sub LCpl rank to be granted
Selected for Promotion to Substantive Cpl
CLM 2008
CLM 2004
1
JNCO CLM Pt 1 (A&S)
JNCO CLM Pt 1B(A&S)
2
JNCO CLM Pt 2a 42
No Equivalent
3
JNCO CLM Pt 3 (AEC)
JNCO CLM Pt 2 (AEC)
Course required for Sub Cpl rank to be granted
Courses required for eligibility to attend promotion board to Sgt
41
42
Part 5 and Annex F to Reference E
Workplace Induction, details can be found in CLM Policy Ver. 3 (July 11).
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Selected for Promotion to Substantive Sgt
CLM 2008
CLM 2004
1
SNCO CLM Pt 1 (A&S)
SNCO CLM Pt 2(A&S)
2
SNCO CLM Pt 2a46
No Equivalent
3
SNCO CLM Pt 3 (AEC)
SNCO CLM Pt 1 (AEC)
Course required for Sub Sgt rank to be granted
Courses required for eligibility to attend promotion board to SSgt
Selected for Promotion to Substantive WO2
1
CLM 2008
WO CLM Pt 1 (A&S)
CLM 2004
WO CLM Pt 2 (A&S)
2
WO CLM Pt 2a46
No Equivalent
3
WO CLM Pt 3 (AEC)
WO CLM Pt 1 (AEC)
Course required for Sub WO2 rank to be granted
Courses required for eligibility to attend promotion board to WO1
CLM Transition Grandfather Rights
11.
Following numerous changes in the promotion course criteria a number of CLM transition
phases were put in place. These ‘Grandfather Rights’ expired as follows:
a.
As of 30 Sep 10: JMC (and equivalent courses) and SMC (and equivalent courses)
no longer valid qualification for promotion.
b.
As of 31 Mar 10: ACFC 4 (and equivalent courses) no longer valid qualification for
promotion.
c.
As of 30 Sep 12: JNCO CLM 2004 Pt 1B (A&S) and SNCO CLM 2004 Pt 2 (A&S)
no longer valid.
Section 3
Career Training Requirements
12.
Career progression and the loading of career courses is the responsibility of REME Soldier
Wing in accordance with guidance found within LEES.
13.
Class 1 attendance. The entry criteria to all REME Class 1 courses is a minimum of LCpl
in acting or substantive rank. In exceptional circumstances Cfn may be accelerated on to their
class 1 course if the soldier is PNCO qualified, recommended for promotion and recommended for
early class 1 training. In this instance the soldier will start class 1 training in acting rank and
substantiate upon completion of their class 1 course.
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14.
This will ensure that the output of class 1 training is a junior technical leader capable of
exercising independent command, leadership and engineering judgement in all environments.
15.
Individuals who fail the Class 1 course will not be eligible to re-attend for a further 12
months. Such individuals must be confirmed as suitable to re-attend by their OC or most
appropriate REME officer.
16.
Soldiers provisionally selected for promotion to either LCpl or Cpl will not routinely be
loaded onto a Class 1 course until completion of the respective CLM qualification to substantiate
their Acting rank.
17.
Bids from non-REME organisations to attend career courses are to be submitted through
Training Branch CD CSS (ES) and will be afforded a priority in line with the operational
requirement yet ensuring that there is no adverse effect on REME soldiers.
a.
RM. RM tradesmen are allocated a set number of places on certain courses, details
of which are included in respective course schedules. Bids over-and-above those already
allocated will be considered on a case-by-case basis.
b.
Gurkha and Royal Gibraltar Regt. Bids are rare and must have been agreed
through CD CSS (ES). Applications will be considered on a case-by-case basis.
c.
Bids from Other Cap-Badges. Applications will take into account the operational
situation but will tend to be afforded a lower priority than that for REME tradesmen.
Section 4
Spec Quals
18.
Spec Quals are now recorded as competencies on JPA. Parent units are to ensure that all
courses completed by their soldiers are followed by the entering of the correct JPA competence.
Additional guidance can be sought from Training Branch CD CSS (ES).
Section 5
Artificer Selection and Training
19.
Refer to Corps Instruction E5 – Artificer Selection and Training.
Annex:
A.
Generic Medical Risk Assessment – REME Career Courses Involving Field Training and
BCCS Phases
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Annex A to
Part VI REME CI E6
Version 10
GENERIC MEDICAL RISK ASSESSMENT AND CONFIRMATION OF MATTs FOR ATTENDANCE ON REME CAREER COURSES
INVOLVING FIELD TRAINING AND BCCS PHASES
SER
ACTIVITY
(a)
(b)
Can the student safely do the following?
Participate in up to eight battle lessons (BL) / battle exercises
(BE) per day: undertaken across rough terrain; moving
tactically and adopting fire positions (lying, sitting, squatting
and standing as dictated by ground cover); and completing a
series of tactical BCCS tasks. The BCCS tasks are to include
engaging the enemy; conducting battlefield casualty drills and
adhering to the rules for handling captured personnel.
Examples of appropriate BCCS BL and BE are:
To assault a simulated enemy position moving tactically over
500m (fire team) / 800m (section), culminating in a 50m (fire
team) / 100m (section) assault. This will require the individual
to move tactically as a member of a pair or fire-team, providing
covering fire for up to 15 seconds and then running up to 5m
and adopting a suitable fire position, for a total distance of up
to 100m using fire and manoeuvre
To treat and extract a simulated casualty individually dragging
a 12 stone dummy for up to 50m and then, with three others,
carrying the casualty for a further 200m using an improvised
stretcher.
To assault a simulated enemy position, using fire and
movement for 50m (fire team) or 100m (section), then moving
tactically escorting an enemy prisoner to a rendezvous over a
1
2
3
4
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COMPLETE
ACTIVITY?
YES
NO
(c)
(d)
E6 - 6 – A - 1
COMMENTS
(e)
Annex A to
Part VI REME CI E6
Version 10
5
6
7
8
9
10
11
distance of 300m.
Undertake such training carrying a weapon and the following
equipment:
During initial deployment; movement to a field location and
recovery to a pickup point: combat clothing, boots, helmet and
marching order webbing equipment carrying combat body
armour (average weight 50 kgs)
During each BL / BE: Assault order clothing, boots, helmet,
webbing equipment and wearing combat body armour
(average weight 35 kgs)
Walk during initial deployment to a field location and recovery
to a pickup point: walk and jog between each BL and BE
location.
When moving tactically, use a mixture of running, jumping
ditches and gaps, walking, crawling and kneeling. It should not
be necessary to climb buildings or jump from heights above
one metre.
Live in a field location digging shell scrapes (a body length
trench dug to a depth of 12 inches) but not fire trenches for
protection.
Command a drill squad. (Stand for 10-15 minutes)
Participate in drill.
Soldier’s Details:
MO’s Details:
No:
Signature: …………………………
……………………………
Rank: ……………………………
Date:
…………………………
MEDICAL CENTRE STAMP
Name: ……………………………
1.
Notes:
a.
Activities in bold are deemed essential in order to meet course TOs. Soldiers unable to undertake them satisfactorily should not be
considered for loading on a REME career course that includes field and BCCS phases.
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Annex A to
Part VI REME CI E6
Version 10
b.
Individual courses may change the basic range of activities deemed essential (e.g. the Medical Risk Assessment for PAAB attendance
emphasises upper body activities and agility). Advice is available from the individual course PoCs at Paragraph 9a.
c.
BCCS is to be conducted realistically and in accordance with lessons identified from the COE. Soldiers unable to undertake BCCS as
described at Ser 12 above should not be considered for attendance on a career course involving BCCS.
2.
Unit Declaration (to be signed by the RCMO).
This soldier * has/has not achieved Level 1 in MATTs 1-9 in the past 12 months, certificates confirming completion of MATTS are attached along with
an up to date App 9 to PAP 10 (if available).
Number
…………………………………
Unit/Location
…………………………………
Signature
…………………………………
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Rank
……………………
E6 - 6 - A - 3
Name …………………………………
PART VII – DISCIPLINE, ADMINISTRATIVE ACTION, COMPLAINTS AND LITIGATION
Introduction
1.
This chapter covers career management (CM) issues that emerge as a consequence of
soldiers being subject to discipline (in accordance with the Army Act/Services Discipline Act) and
administrative action (in accordance with AGAI 67). This part is broken down into the following
sections:
a.
Section 1.
Discipline.
b.
Section 2.
Administrative Action.
c.
Section 3.
Other Issues:
(1)
Postponement of Discharge.
(2)
Delaying an Assignment.
(3)
Emerging Policy; the AFA 06.
(4)
Complaints.
(5)
Litigation and Compensation.
Section 1
Discipline
2.
The Object of Military Law. The object of military law is twofold. First, it is to provide for
the maintenance of good order and discipline among members of the Army and in certain
circumstances among others who live or work in a military environment. This it does by
supplementing the ordinary criminal law of England and the ordinary judicial system with a special
code of discipline and a special system for enforcing it. Such special provision is necessary in
order to maintain, in time of peace as well as war, and overseas as well as at home, the
operational efficiency of an armed force. It is for this reason that acts or omissions which in civil
life may amount to no more than breaches of contract (like failing to attend work) or, indeed, mere
incivility (like being offensive to a superior) become in the context of army life punishable offences.
The second object of military law is to regulate certain aspects of army administration, mainly in
those fields which affect individual rights. Thus, there is provision relating to enlistment and
discharge, terms of service, forfeitures of and deductions from pay, and billeting. Often in practice,
however, the term “military law” is used with regard to its disciplinary provisions rather than its
administrative ones.
3.
Consequences of Disciplinary Action. Where commanders are in doubt about the
appropriate action to take they should seek early advice from the G1 (Disc) and legal staffs in their
chain of command in the first instance.
a.
Censure. Two types of Censure can be issued depending on the severity of the
offence; Discipline Entry or No Discipline Entry. The former will be held on the soldier’s AR
file for 12 months for consideration at any potential promotion board. The latter is intended
to make a serviceperson aware of the fact that their behaviour has breached the Service
Test 43 and fallen below acceptable standards but without the matter being reported to
43
“Have the actions or behaviour of a serviceman adversely impacted or are they likely to impact adversely on the
efficiency or operational effectiveness of the Army?”
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career boards. In either case the Discipline Entry will be retained in the individual’s P File
in the APC.
b.
Reduction in Rank. The ordering of a reduction in rank is made under the
authority of s.332 of the Armed Forces Act 2006 as amended by s.19 of the Armed Forces
Act 2011. The rules applicable to reduction in rank apply irrespective of whether the rank is
substantive or acting. Removal of local rank does not count as reduction in rank and can be
ordered at any time by the CO. Reduction in rank is always ordered by the CO. If a soldier
is reduced in rank, the following will be considered:
(1)
Minimum Rank in Appointment. A warrant officer or NCO holding an
appointment which carries a minimum rank, who is reduced for inefficiency,
unsuitability or by court-martial to a rank below the minimum for the appointment, is
to be deprived of such appointment and, under instructions of the REME Sldr Wing
is either to be returned to the roll appropriate to his original employment or be
reclassified in an employment on a roll appropriate to the circumstances of the case.
He will not be eligible for promotion during the periods laid down in para 3b(2) below
and is not to be reappointed for a minimum of 18 months.
(2)
Re-promotion. Except for those who merit promotion for distinguished
service, warrant officers and NCOs reduced to a lower rank for inefficiency,
unsuitability, misconduct or by court-martial will not be eligible for substantive or
acting promotion to the next higher rank for the minimum periods shown below:
(a)
When reduced to a rank not below Corporal or equivalent - 18
months.
(b)
When reduced to the rank of Lance Corporal or equivalent - 12
months.
(c)
When reduced to the rank of Cfn, promotion to Lance Corporal may
be granted under the normal rules at any time.
(3)
At the expiration of the time limits introduced above the soldier may be
granted the next higher acting rank under the normal rules; or he may be promoted
to the next higher substantive rank, if recommended and qualified, provided that:
(a)
A vacancy is available in the rank quota for the higher rank where
such promotion is granted by selection to fill a vacancy, or
(b)
The promotion is authorized by REME Sldr Wing where such
promotion is governed wholly by time.
Section 2
Administrative Action
4.
Consequences of Administrative Action. Administrative Action is action taken to
safeguard or restore the operational effectiveness and efficiency of the Army by commanders
using their command authority under Queen’s Regulations. The effect of particular conduct and
performance which may damage operational effectiveness is assessed by applying the Service
Test. Through the process of the Administrative Report sanctions may be applied to restore
current operational effectiveness and safeguard it in the future. The Administrative process
involves investigation; reporting; determination; sanction and review. The soldier’s right to
complain about any matter relating to his service remains unaffected. This process of selfregulation is familiar to most employers and employees. It is entirely separate from the military
Issue 10
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criminal justice system. Administrative Action may result in a range of outcomes from an informal
interview or censure, in the most serious cases, termination of service. It is taken in accordance
with the procedures set out in AGAI 67, the principal document that governs Administrative Action.
5.
In major Administrative Action, warnings and removals, apart from when acting rank is held
solely because a soldier selected for promotion has yet to pass CLM, servicemen will be dealt with
in their substantive rank. For Minor Administrative Action servicemen are dealt with in their
apparent (local or acting) rank.
6.
Career Implications. If a soldier is to being investigated for a breach of the Service Test,
and a major administrative sanction is being considered, then REME Sldr Wing may be contacted
in order to provide career implications. The set letter sent by REME Soldr Wing will summarise the
soldier’s career and give the possible implications of a sanction and the effects they may have on
the soldier’s career. Points to note:
a.
AGAI 67 Information. All major sanctions become effective either at the date of
the directed letter awarding the sanction, if the soldier is already eligible for consideration
for promotion, or from the date that the soldier becomes eligible for promotion, whichever is
later.
(1)
Censure (No Discipline Entry). A Censure (No Discipline Entry) is
intended to make a serviceman aware of the fact that his behaviour has breached
the Service Test and fallen below acceptable standards but without the matter being
reported to career boards. The “censure” referred to is the Directed Letter from the
Deciding Officer in which the Chain of Command’s disapproval of the Serviceman’s
conduct is expressed. A Censure (No Discipline Entry) cannot be awarded as a
result of a criminal conviction. A copy of the Directed Letter will be permanently
retained on the serviceman’s P File in the APC (these are not shown to career
boards), it will not be recorded on the CR file.
(2)
Censure (Discipline Entry). A Censure (Discipline Entry) is a more
serious sanction than a Censure (No Discipline Entry). The “censure” referred to is
the Directed Letter from the Deciding Officer in which the Chain of Command’s
disapproval of the Serviceman’s conduct is expressed. The Censure (Discipline
Entry) is recorded by a Discipline Entry that remains on record (within the AR book)
for the remainder of the rehabilitation period or for 12 months if not based on a
conviction. A copy of the Directed Letter will be permanently retained on the
serviceman’s P File in the APC. The presence of a Discipline Entry may reduce the
scores awarded by promotion board members. The quality of the soldier’s ARs will
be the determining factor in the final grading at any promotion board.
7.
Removal from Appointment. The 3 principal grounds for requesting removal from
appointment under the provisions of AGAI 67 (Annex F); unsuitability, inefficiency and misconduct.
Every potentially blameworthy removal from appointment must be supported by Major
Administrative Action to decide on grounds and culpability. The process of removing a serviceman
from appointment should not concern itself with blame but confine itself to whether the serviceman
has become untenable in his post. A removal may be found subsequently to be blameworthy but
that issue will be decided by the Administrative Action investigation, not the removal process. Col
CM CSS is the final authority for removal of REME soldiers from post.
a.
Non-Blameworthy. Where a serviceman has to be removed from appointment
prematurely under circumstances that do not involve any misconduct or inefficiency, e.g.
where the serviceman was unsuitable for the appointment. If a Major Administrative Action
investigation has taken place the Deciding Officer must have found that no breach of the
Service Test has occurred.
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b.
Without Prejudice. It will be unusual to remove a serviceman from appointment
before the finding of a court-martial or Major Administrative Action. Normally a serviceman
who is untenable in post should be suspended until the allegation is proved or otherwise.
However, in some circumstances:
(1)
It may be necessary to remove the serviceman before a finding, if the
investigation is complex and the post is a key one for which a replacement is
urgently required.
(2)
It may be that the removal from appointment will go ahead irrespective of the
finding of the Administrative Action, for example where there is intrusive press
interest. In such unusual circumstances the Military Secretary may be asked to
authorize a removal without prejudice. Where removal without prejudice is initially
authorized, once the Administrative Action is complete the Deciding Officer should
inform the Military Secretary whether the Service Test was breached. The Military
Secretary will then decide whether the removal was Blameworthy or NonBlameworthy.
c.
Blameworthy. Blameworthy removal may occur after the Deciding Officer of a
Major Administrative Action has decided that a breach of the Service Test has occurred or
a court-martial or summary dealing has made a finding of guilty. Removal on the grounds
of inefficiency will normally follow a period of warning and where no improvement has taken
place. It may be that the inefficiency, or its effect, is so great that in the deciding officer’s
view no period of warning would be sufficient to correct it. In that case an application for
removal from appointment might, unusually, be made at the end of an Administrative Action
process but without a period of warning.
Section 3
Other Issues
8.
Postponement of Discharge 44. A soldier subject to military law should not be
discharged or transferred to the reserve if he is pending proceedings for offences.
9.
Delaying Assignments of Soldiers under Investigation45. When a soldier is placed
under investigation for a criminal offence or is subject to disciplinary or administrative action
relating to a breach of the Army’s values and standards, he will not normally be assigned and/or
promoted until the disciplinary or administrative process is complete. The chain of command, with
advice from REME Sldr Wing, must determine whether the soldier is to remain in his current
appointment. CM CSS REME Sldrs is the final authority for removal from appointment. In certain
circumstances, and following a full review of an individual’s case, assignment and/or promotion
may be authorised on the agreement of the individual’s chain of command and REME Sldr Wing.
In determining the appropriate course of action the chain of command and REME Sldr Wing staff
should consider the following factors (this list of factors is not exhaustive):
a.
Legal/or jurisdiction issues when the assignment involves international movement.
b.
The need to move an individual for his or her own safety or the safety of others.
c.
The need to avoid a soldier serving in a particular environment, appointment, or
type of appointment which, in view of the nature of the allegation against him or her, would
be inappropriate.
d.
44
45
The need to supervise and monitor the soldier whilst the investigation proceeds.
See AA 1955, Part 1, ss13.
See AGAI Vol 2 Ch 62.
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e.
The need for the soldier under investigation to have access and continuity for their
legal and unit support.
f.
The need to maintain the integrity and morale of the Army.
The Armed Forces Act (AFA) 06
10.
Introduction. The Armed Forces Act 2006 (AFA 06) received Royal Assent on 8
November 2006. It replaces the Army Act 1955 and subsequent Armed Forces Acts, although the
Reserve Forces Acts continue.
11.
Secondary Legislation. AFA 06 confers powers on the Secretary of State or the
Defence Council to make regulations by Statutory Instrument in 45 different areas.
12.
New Punishments. The powers of punishments available to COs at summary dealing
changed from Oct 09 and include punishments ranging from a Suspended Sentence of Service
Detention to Stoppage of Leave. A CO may request extended powers of punishment from Higher
Authority, normally his immediate superior for discipline. With extended powers the CO can award:
a.
Reduction in Rank.
acting or substantive.
b.
Loss of Seniority.
For any Warrant Officer or NCO, reduction by one rank,
For officers, loss of seniority in their current rank.
Complaints 46
13.
Resolution. A soldier can complain at any time (subject to time limits) and explain how
he has been wronged and what he would like the chain of command to do about it (JSP 831
refers). The intent is that complaints are dealt with at the lowest level and resolution achieved
quickly and, where possible, informally. Every effort should be made, where appropriate, to
resolve a complaint informally; the making of a complaint is a soldier’s legal right.
14.
Investigation. Each complaint should be investigated to establish the facts as clearly as
possible and the details accurately recorded. Assignment or discharge are not to be considered as
a valid basis for excluding an individual from any inquiries.
15.
General.
The key features of the Service complaints process are that:
a.
Complaints are resolved at one of three levels.
b.
Complaints may be dealt with by a Service Complaint Panel (SCP).
c.
Certain categories of complaint will have an independent person on the SCP.
d.
The Service Complaints Commissioner (the Commissioner) may receive allegations
and refer those of certain types to the chain of command for action as Service complaints,
should the Service person alleged to have been wronged wish to make such a complaint.
The Commissioner will report to Parliament annually of the efficiency, effectiveness and
fairness with which the complaints process has operated.
e.
46
47
Service complaints will be submitted on a Service complaint form 47.
See JSP 831.
Annex F to JSP 831.
Issue 10
E6 - 7 - 5
16.
Complaints Against Annual Reports. JSP 757 contains the general instructions on
appraisal reports. The subject of a report has the opportunity to comment on the first reporting
officer’s assessment, but comments do not carry any formal requirement for the second or third
reporting officers to give a direct reply. However, the second reporting officer will take any
comments into consideration when making their assessment and career managers and selection
board members will also see comments. These procedures do not affect the Service person’s right
to make a Service complaint at any time within the time limits.
Claims for Litigation and Compensation
17.
Any claims for litigation or compensation, made by the soldier, his legal counsel or agent,
should be sent/directed in the first instance to:
Army Personnel Centre
Support Division
Litigation Branch
Injury Compensation Wing
Mail Point 120
Kentigern House
65 Brown Street
GLASGOW G2 8EX
Issue 10
E6 - 7 - 6
PART VIII – TRANSFER (INTO WITHIN AND OUT OF THE CORPS)
General
1.
This instruction describes the Principles underpinning transfers into, within and out of the
Corps, and the procedures to follow. The instructions are supported by AGAI Vol 2 Ch 48 and
2014DIN01-014 which remain the authoritative documents. For ease it is broken into sections as
follows:
a.
Section 1.
Principles.
b.
Section 2.
Phase 2 cascades and reallocations.
c.
Section 3.
Trained soldier - Transfer into REME.
d.
Section 4.
Change of Main Trade for Pay (MTP).
Section 1
Principles
2.
Freedom of transfer between corps of the Army is essential in order to:
a.
Make best use of the Army’s manpower.
b.
Provide soldiers with the best possible career in the Army commensurate with their
skills and mental, physical and technical ability.
c.
Retain soldiers no longer suited to their present corps or trade, but who may still
have years of useful service to the Army.
d.
Meet deficiencies in certain employments.
3.
There is to be no bar to any soldier applying for transfer and soldiers considering giving
their notice are to be actively encouraged to consider transfer as an alternative to discharge.
Transfer will normally be approved if it is in the interest of the Army and meets the requirements
below.
4.
Warrant Officers, SNCOs and exceptionally Cpls considering transfer should be warned,
when they apply for transfer, that because of their relative lack of experience of their new
employment there may be difficulty in absorbing them directly into chosen employment in their
present rank.
5.
If the transfer is for medical reasons or because the soldier cannot be further employed in
his/her present corps, these facts are to be stated on the AF B241 48, which is to be forwarded with
all relevant supporting paperwork.
Section 2
Phase 2 Soldier Cascades and Reallocations
6.
Cascade and Reallocation applies only to soldiers who have completed Phase 1 training
and are currently on a Phase 2 trade course. Section 3 describes the transfer process applicable
to trained soldiers already serving in the field force.
48
The principal document that prosecutes the transfer process.
Issue 10
E6 – 8 - A - 2
7.
Soldiers in Phase 2 training who are found unsuitable for their chosen trade may apply to
Cascade within the Corps to another trade or Reallocate out of the Corps to another cap badge.
The Cascade and Reallocation procedure is owned by RHQ REME, supported by DSEME Training
Review Board (TRB) and the school’s Chain of Command. The following steps describe Cascade
and Reallocation process:
a.
Soldiers found unsuitable for trade training should undergo a formal TRB to be
removed from Phase 2 training. They are to be advised on options to reallocate or
cascade. The TRB initiates the reallocation / cascade process.
b.
The soldier’s Chain of Command should mentor the individual in selecting an
appropriate alternative CEG and prepare him/her for the relevant selection assessments.
Advice should be sought from SO2 Pers Ops (Sldrs) on Corps manning priorities, entry
standards of each CEG and cascade / reallocation availability.
c.
All soldiers considering cascade or reallocation must be MFD, clear of any
disciplinary issues and have passed a PFA within 2 weeks of their interview with SO2 Pers
Ops (Sldrs).
d.
SO2 Pers Ops (Sldrs) is to formally interview all soldiers removed from training at
the TRB to assess their suitability for their selected CEG and where required, liaise with
receiving cap badge Personnel Selection Officers to facilitate selection assessments.
e.
Once a soldier has been successful in cascade or reallocation assessment, SO2
Pers Ops (Sldrs) is to generate a letter of authority confirming the change of CEG and
future Phase 2 course loading.
Section 3
Post Phase 2 Transfer into and out of REME
8.
Official Army Vacancies List. The Official Army Vacancies List (OAVL) is the document
that personnel should refer to if they are considering making an application to transfer. It identifies
all those trades or specialisms where there is a current or forecast manning shortfall against the
A2020 structure which is considered potentially damaging to the Army’s outputs. Within it, the
OAVL specifies the criteria for potential candidates wishing to transfer into the Corps, including
rank, Length of Service and other specific prerequisite qualifications. DM(A) is the authority for
the development of the OAVL with the REME element of the document maintained by the REME
Manning Brick. Recognising that this is a live document that changes as manning levels fluctuate,
it is the responsibility of the candidate’s CoC to liaise with the APC prior to starting the process, to
ensure personnel do not apply for a non-existent vacancy. 49 The OAVL will be updated regularly
and published on DM(A)’s website and APC’s MS Web Job List page.
9.
Applications. All applications to transfer into or out of the Corps by Phase 2 trained
soldiers are to be made on AF B241 (with all relevant supporting paperwork). Once initiated by the
soldier, it is mandatory that the form be completed and forwarded, with a minimum of delay, to the
CM Pol Change of Engagement where any unit objections will be taken into consideration against
the wider Army manning picture. Transfer requests are not to be refused at unit level.
10.
Transfer out of REME. The criteria to be considered when dealing with an application to
transfer out of the Corps are as follows:
a.
Normally, Returns of Service (RoS) also known as time bars are to be served in full
within the trade discipline concerned.
49
In exceptional circumstances DM(A) may grant authority for transfers into areas not recorded on the OAVL. Such applications are to
be made by APC to the REME Manning Brick in the first instance.
Issue 10
E6 – 8 - A - 3
b.
The manning for the trade of the soldier in question must be able to absorb the loss
without unduly affecting the Corps’ capabilities.
11.
Transfers within the Services. Transfers to other Services are detailed in Queen’s
Regulations for the Army paras 9.246-9.249. The AF B241 is to be forwarded directly to CM Pol
Change of Engagement after completion of Part 3. CM Pol Change of Engagement record the
request then forward the form to REME Sldr Wg, who complete part 2, stating their willingness to
release the soldier and specifying the earliest release date. The form is then returned to CM Pol
Change of Engagement who again record receipt and forward it direct to the relevant service for
action.
12.
Transfers into the Corps. On receipt of an application to Transfer into REME via CM Pol
and REME Sldr Wg, SO2 Pers Ops (Sldrs) will lead a formal selection panel to confirm the
suitability of each applicant for their chosen CEG in the Corps. The selection panel is to routinely
consist of:
a.
SO2 Pers Ops (Sldrs) – President
b.
Trade champion / SME – Minimum WO1 rank
c.
CASM or a suitable RHQ representative
The panel will consider each applicant for suitability to transfer into the Corps. Where required, the
panel will also align candidates onto the required training pipeline. The transfer assessment will
include a formal interview, PFA and a mathematics test. Other checks will confirm:
a.
Unexpired Service.
is the longer.
The minimum RoS required is 2 years or as given, whichever
b.
Security Clearance. Some posts require soldiers to hold a security clearance and
transfer will not be permitted until this is obtained. The soldier’s current unit is to initiate
action to obtain the required clearance immediately this is advised by the respective CM
Div. Failure to obtain a necessary clearance will halt transfer. Responsibility for initiating
any required clearance rests with the parent unit, who are to act on the instruction with a
minimum of delay. It should be noted that security clearance can take considerable time
and failure to act quickly could deny the soldier his/her planned attendance on specialist
training, wasting a valuable course place.
c.
Academic suitability. Apart from the mathematics test, each candidate will be
required to provide certificates of their academic qualifications to ensure they are up to the
required entry standards for their chosen trade group.
c.
Return of Service. AGAI and Defence Information Notes define the period of
Colour Service to be completed after attendance on a course of instruction. Where a
soldier will have insufficient residual service to complete the required RoS after any
required training and/or period of assessment, AF B6848 is to be raised by the soldier’s
parent unit and submitted to REME Sldr Wg prior to the soldier’s attendance on the transfer
course. Part 6 of the form is to be endorsed: ‘For benefit of transfer to ....’ Failure to
commit to the required RoS will result in the transfer being cancelled. Should a soldier
prolong his/her service to meet this condition and subsequently not be accepted for transfer
QR(Army), para 9.218 may be invoked, if the soldier so wishes and the failure is not directly
his/her fault.
d.
Medical. The medical standard required for transferees is the same as those for
initial entry into the Regular Army. Note that colour perception requirements are strict for
electronics-based trades.
Issue 10
E6 – 8 - A - 4
13.
Rank. Where possible, a soldier’s rank will be retained. This includes any trade training
which may be required. Should there be a requirement to revert in rank for any period of time this
will be clearly explained on the Offer to Transfer letter sent to the soldier. All transferees having to
revert in rank, will be subject to Mark Time Rates of Pay (MTRP). Each individual case will be
considered on merit.
14.
Attachment from Other Arms / Corps. Considerable embarrassment may be caused if
REME units offer unauthorised attachments for prospective soldiers from other Arms/Corps, only to
find that the transfer application is rejected later because there are no REME trade vacancies, or
the soldier is below the standard (either physically, educationally or in quality terms expressed in
the soldier’s AR) for entry into REME. Such attachments must not be initiated without the authority
of REME Sldr Wg. (AGAI Part 2 Ch 48, para 48.019a (2) refers).
15.
Contested and Delayed Cases. Where the time required to commence transfer training
is greater than 6 months from initiation of the AF B241, or the sending Soldier Wing is unwilling to
release a soldier (whilst the receiving Soldier Wing is willing to accept), the transfer paperwork will
be forwarded to SO2 Change of Engagement for arbitration. It will be normal for transfer requests
to be agreed but there is no right of transfer and the needs of the Army remain paramount. It
should also be noted that the transfer of soldiers from units involved on operations and other
priority tasks, including recruit training, may be delayed until completion of POTL, completion of
intake training or other such logical point, unless the CO of the losing unit is willing to release them
early.
16.
Rejections. Where REME Sldr Wg rejects a soldier’s request for transfer, despite being
accepted by the losing Soldier Wing, the transfer will be cancelled.
17.
Acceptance. Once an application to transfer has been approved, CM Pol Change of
Engagement will inform the 2 Soldier Wings and soldier’s unit by raising a ‘Provisional Letter of
Acceptance of Transfer’. This is to detail the decisions made, advise of any probationary period,
the itinerary of any transfer course and reporting dates plus any action required of the soldier and /
or his unit. Where the soldier does not have the required RoS the parent unit is responsible for
ensuring that AF B6848 is completed to commit the soldier to the required length of service.
Soldiers will need to agree, sign and return the offer of transfer before the transfer is complete.
18.
Unit Action. A unit receiving authority to transfer a soldier is responsible for ensuring that
he/she is despatched to the new unit on the due date. He/she should be fully equipped with pay
and documentation up to date. It is the responsibility of the unit receiving the soldier to see that he
is in possession of his equipment, that current pay is in issue, and that he is in a state of overall
efficiency.
19.
Medical Transfer. If the transfer is for medical reasons or because the soldier cannot be
further employed in his/her present corps, these facts are to be stated on the AF B241, which is to
be forwarded with all relevant supporting paperwork.
20.
Completion of AF B241. The soldier is to complete Part 1 stating clearly his reasons for
requesting transfer to another cap badge and confirming that he is willing to meet the required
minimum RoS and is free of welfare problems. The Unit (normally RCMO/RAO) is to complete
Part 1a to confirm:
a.
The soldier’s current employment and engagement.
b.
PULHHEEMS/JMES.
c.
That the soldier is free from debt and impending G1 issues (welfare and discipline).
The existence of a debt precludes transfer to some cap badges but others may accept
depending on the type of debt and how managed. A statement from the soldier should be
forwarded with the AF B241 (and all supporting paperwork).
Issue 10
E6 – 8 - A - 5
d.
Conduct Assessment. As transfer will not normally be permitted for soldiers with
a conduct assessment of below Very Good, it is important that the unit confirms both the
soldier’s assessment and, where this is other than EXEMPLARY, the acceptability of the
soldier to the receiving cap badge before proceeding further with the request. Where the
soldier is not acceptable this is to be explained.
e.
The CO, or his authorised representative eg RCMO, is then to interview the soldier
to ensure that his reasons for requesting transfer are sound and complete Part 1a of AF
B241. If transfer is not recommended, the reasons are to be stated.
Section 4
Change of Main Trade for Pay (MTP)
21.
General. It will be unusual for soldiers to be permitted to change their primary trade,
except when justified on manning grounds or unless, through no fault of their own, personal
circumstances are such that they can no longer be employed in that trade. Employing officers are
encouraged to seek verbal advice on soldiers’ prospects from ‘losing’ and ‘gaining’ section officers
within REME Sldr Wg prior to the submission of any application.
22.
Process. The process to apply for a change of trade is the same as per Section 3 for
transferees. Individuals must apply for the change of trade using Annex A and APC will initiate the
re-trade process accordingly.
23.
Change of Employment for Purposes of Training for Artificer Status. When a soldier
passes PAAB and is in a non-feeder trade for artificer training, he will be required to change his
primary employment. The procedure to be followed in this instance is detailed in Corps Instruction
E5.
24.
Special Forces. The procedure for REME soldiers who wish to be considered for a tour
of duty with Special Forces are covered in AGAI Vol 2 Ch 43.
Annex:
A.
Application to change trade
Issue 10
E6 – 8 - A - 6
Annex A to
REME CI E6 Part VIII
Issue 9
When complete return to:
REME Soldier Wing
Mail Point 410
Kentigern House
APC
65 Brown Street
GLASGOW
G2 8EX
APPLICATION TO CHANGE TRADE
Note: Parts I, II and III of this application are to be completed in typed format where possible.
Part I
Number:
Rank:
Name:
Trade (MTP):
Date TOS:
DOB:
PES:
PES Date:
Run Out Date:
Soldier’s Details (To be completed by unit)
Unit:
Educational Quals:
Address:
Military Employment Quals:
Tel Mil:
Fax Mil:
Part II Soldier’s Comments (To be completed by soldier)
1. I wish to change trade from ____________________ to _____________________
2. My reasons for submitting this application are:
3. Soldier’s Signature ______________________________ Dated _______________
Issue 10
E6 – 8 - A - 7
Part III
CO/OC’s Comments (To be completed by CO or OC of an independent unit where
applicable)
4. Pen Picture:
5. Do you recommend this soldier for the change of trade requested?
YES / NO*
6. Are there any medical or welfare reasons which would prevent you accepting the soldier in
your unit in his/her* proposed new trade? If YES, please enclose details. YES / NO*
7. Is there any other useful information provided to support this application (e.g. AFB 6730, exam
certificates, record of experience)?
YES / NO*
Give Details:_____________________________________________
8. CO/OC’s Signature _____________________________ Date _______________
Part IV
9.
REME Soldier Wing
Load individual for an Assessment at RHQ REME with SO2 Pers Ops Sldrs.
Desk Officers
10. Comments:
Losing Desk Officer:
Issue 10
Gaining Desk Officer:
E6 – 8 - A - 8
PART IX – COMMUNICATION
Introduction
1.
The REME Soldier Wing (REME Sldr Wing) exists to manage the personnel resources of
the Corps and in this respect it is a servant of the Corps. SO1 REME Sldr Wing is responsible to
the Directorate of Manning (Army) but clearly liaises closely with CD CSS on all manning matters.
2.
In order to carry out its task efficiently, REME Sldr Wing must also have good liaison with
all headquarters and units employing REME soldiers. The aim of Part IX, Communication, is to
facilitate this liaison.
Organisation
3.
REME Sldr Wing is now part of Military Secretary (MS) CM Combat Service Support (CSS)
Branch which is then broken down into 2 wings RLC and REME. REME Sldr Wing is further
organised into five sections, each with a specific responsibility. Further details on all wings can be
found on MS Web (www.ms.dii.r.mil.uk) and an organisation chart is at Annex A. Records of
Service, Colour Service and REME Reserve matters are all dealt with by separate organisations
within the Army Personnel Centre (APC).
4.
Normal office hours are Monday to Friday 0800 - 1700hrs.
Addresses
5.
The following addresses are pertinent:
a.
Postal.
REME Soldier Wing
Mail Point 410
APC Glasgow
Kentigern House
65 Brown Street
GLASGOW, G2 8EX
b.
Signal.
APC GLASGOW
c.
Telephone.
(Civ) 0141 224 Ext #
(Mil) Glasgow Military: (9)4561 Ext #
d.
Email.
APC-CSS-REMESldrs-#
Means of Communication
6.
The appropriate means of communication between units and REME Sldr Wing are to be by
letter, signal, telephone or visit and increasingly by e-mail. Whenever possible communications
should be by letter and in all instances written correspondence must be received by REME Sldr
Wing before any action is taken in response to a request from a unit. E-mail is considered a form
of written correspondence. Signals and telephone messages should be reserved for those few
cases, which are too urgent to be dealt with by letter.
7.
All contact with REME Sldr Wing regarding soldiers’ career management, including
assignments and promotion, must be addressed to the appropriate Section Desk Officer. Direct
contact between officers and/or soldiers and the manning clerks will not be entertained without
prior approval of the Section Desk Officer within REME Sldr Wing.
Issue 10
E6 – 9 - 1
Visits
8.
Liaison visits by officers to REME Sldr Wing are encouraged, however it is essential that
they are pre-arranged and that the subjects to be discussed are made known to the office in
advance. Visits by officers who are about to take up appointments such as Comd ES, CO REME,
OC LAD, OC Wksp, RCMO or Adjt are welcomed and are usually of great mutual benefit. The
format for a pre-visit request proforma is shown at Annex B.
9.
All requests for visits to REME Sldr Wing are to be forwarded to the Wing WO (APC-CSSREMESldrs-WO2) by completing the visit proforma at Annex B, who will then check the availability
of Desk Officers for the visit. Proformas are to be forwarded in all cases including career
interviews with the appropriate Section Officer. Visit proformae are to be received at least ten
working days prior to the visit. It is essential that all discussion points are annotated and only the
soldiers that you require to discuss are entered on the proforma.
Miscellaneous
10.
Correspondence. In order to save time and avoid confusion all correspondence, signals
and telephone messages should contain the following details of any soldiers concerned. The use
of the MTP – the soldier’s trade – in all forms of communication has become increasingly important
and must always be quoted. Written correspondence is preferred.
Unit
Number
Rank
Name and Initials
Main Trade for Pay (MTP)
1 RIFLES
12345678
LCpl
Snoggins A
VMB
Units are expected to maintain forwarding addresses for past members of their units.
11.
Roadshows. REME Sldr Wing is to conduct regular roadshows in order to pass MS
guidance to attendees. Roadshows should occur annually and be delivered to REME soldiers and
the CoC geographically (preferably based on Bde AORs). The POC for roadshows will be the HQ
of the Fmn ES. Prior to REME Sldr Wings visit individuals may wish to have an interview, if this is
the case the interview performa at Annex C is to be sent to the Wing WO at least 1 week before
the roadshow takes place. Individuals may ask for an interview on the day of the roadshow but
personal details will be lacking and only generic advice will be given.
12.
Unit Briefings. REME Soldier Wing will also conduct bespoke Unit Visits subject to
availability and budget. As above soldiers who require interviews at these briefings should submit
an interview performa at least 1 week before the briefing takes place.
13.
FCRs. REME Sldr Wing use the Soldiers Career Review (SCR, see Part XI) to deliver the
Formal Career Review. This is normally generated by the soldier, added to by the ES CoC and
finalised by REME Sldr Wing. Questions that are raised on the SCR are normally answered by
either the interviewing officer (OC, Bde SO2 ES etc) or REME Sldr Wing. Units may ask for REME
Sldr Wing to deliver such a FCR when required. This should be the exception rather than the rule
and will be subject to budget, staff availability and circumstances surrounding the request.
14.
Craftsman Magazine Articles. REME Sldr Wing is to use the medium of the Craftsman
Magazine to disseminate REME career management key points, changes in policy or emerging
policy.
15.
Electronic Means. REME Sldr Wing relies on electronic means to disseminate
information. Where possible all board results will be published on these media. The two main
sites are:
Issue 10
E6 - 9 - 2
a. MS Web. With an address of www.ms.dii.r.mil.uk MS Web contains links to all MS career
management issues. Soldiers and those with MS responsibilities are to monitor MS Web at
regular intervals. They should also use it as the first port of call when searching for information.
MS Web also contains the gateway to other APC departments such as Reserves and FTRS,
Colour Service section etc.
b. ArmyNET. With an address of www.armynet.mod.uk ArmyNET is an internet that offers
access to an restricted version of MS Web. It also allows soldiers to pose questions on its
Forum.
16.
REME AS Career Courses. When requested, REME Sldr Wing is to present to
command courses at the REME AS. As a minimum the following courses should have REME Sldr
Wing representation:
a.
Lt Cols’ Briefings.
b.
Company Commanders’ Courses.
c.
Captains’ Courses.
17.
Command Board. SO1 REME Sldr Wing is to be prepared to report on CM trends and
emerging manning concerns on REME Command Boards and other such Command level meeting.
Annexes:
Annex A.
Annex B.
Annex C.
Issue 10
REME Sldr Wing Organisation Chart.
Unit Visit Performa.
Interview Performa.
E6 - 9 - 3
REME Sldr Wg
LT COL B Burke
LT COL M Hood (Retd)
SO1 REME SLDR WG
SO1 BOARDING
(3447)
(8056)
Maj Anthony Platt
Lorraine Muir
Dougie Devlin
Carol-Anne Forrest
SO2 REME SLDR WG
C2 MSF – Sect B
(3449)
C2 MSF – Sect C
(3450)
C2 MSF – Sect D
(3499)
(3448)
WO1 Shaw
(5117)
Sldr Wg WO
Roadshows / Visits
Veng Conversion
Chris Reid
(3234)
Art Ac, Art Av
HQ Army
16 AA Bde
7 Air Asslt Bn REME
Tech AC AV Basics
Maureen Connell
(2732)
Class 1 Cse Loading
SCLM Pt 1 Loading
WOCLM Pt 1 Loading
LE Commission
Tracy-Ann Mullen
(3452)
PAP 10 Data
Eqpt Cse Loading
Continuance
Carol Black
(3232)
Karen Irving
(2329)
Art Elect
Art Veh
Art Wpns
MTI / Duty Of Care
All Arms Cses
Issue 9
8 FCE Engr
Comd FDT
No7 Board
BATUK/FALKLANDS
Eleanor Taylor
(3238)
JFC, 2 BN REME
7 Inf Bde, 42 Inf Bde
160 Inf Bde, 1 Sig Bde
SAG,JFC,Fleet, London
Dist
Maria Dougan
(3497)
104 Log Bde
AIR, DE&S
2 Med Bde, RMP Bde,
51 Inf Bde,
5 FS BN REME
Swrts, Med /Dent
Maggie Gow
(3864)
20 Armd Bde,
3 BN REME
111 Sig Bde
Paul Vandermotten
(3477)
Promotion/ Boarding
CPL-SSGT VM ART
VEH ART ELECT ART
AC AV
Ashley Paterson
(3467)
Promotion / Boarding
Tech Ac, Av, Elect
TS Spec
Mandy Begg
(8075)
Promotion / Boarding
Marion Ferguson
(3670)
1 Arty Bde
1 Int & Surv
Air Man Enablers
ASCLB POC
No7 Board
REME E2/ART
Susan Donnelly
(2203)
Peter Young
(2801)
Liz Shearer
C2 – Boarding
(8071)
Paul Viola
(2889)
AG, Standing Tasks
102 Log Bde
4 AAC, 3 AAC
Tracey McMonagle
(3236)
Basic Cse Postings
HQ CS
CLF
101 Log Bde
1 CS BN REME
Mark Nicholson
(3498)
12 Armd Inf Bde
38 Inf Bde, 4 Inf Bde
4 Armd CS Bn REME
Cfn VMs
Art Wpns
Mairi Bogan
(2577)
Promotion / Boarding
LCpl Vms
Armr/Gun ftr
WO Artisans
Linda Crossan
(5236)
Camile McWilliams
(3442)
1 Armd Inf, 11 Inf Bde
E2 / Recruiting
6 BN REME
Regt Police
Promotion / Boarding
Mtsm Swrt
E6 - 9 – A - 1
Annex A to
Part IX REME CI E6
Issue 10
Annex B to
Part IX REME CI E6
Issue 10
VISIT TO CSS Branch
Rank and Name:......................................... Appt:......................... Unit: ..........................................
Tel: .......................... Date of Visit: .............................
Desk Offrs to be visited:
.....................................
.....................................
.....................................
.....................................
Visitor Car Pass Required YES/NO
Car Details:
Make: ……………………………
Model: ……………………………
Colour: ……………………………
VRN: ……………………………
Approx Time of Arrival:
…………………...............
Wing to be visited:
RLC Soldiers *
AGC Soldiers *
REME Soldier *
The following must be completed for all soldiers to be discussed:
Number
Rank
Name
Trade
Discussion Point
Note: This proforma must be returned at least 2 weeks before the visit. There is no military
accommodation in Kentigern House. Visitors should book a hotel room through the Defence
Hotel Reservation Service if accommodation is required.
Issue 9
E6 – 9 - B - 1
Annex C to
Part IX REME CI E6
Issue 10
REME SOLDIER WING ROADSHOW INTERVIEW PROFORMA
Part 1. Soldier’s Details
Number
Rank
Trade
(CEG)
Name
Unit
TOS Date
Part 2. Soldier’s Question
Date
Signed
Part 3. Comments By CO/OC
Signed
Name
Date
Unit
Post/Rank
Contact
Number
Once completed this document and any supporting information should be sent directly to REME
Sldr Wing for the attention of the Projects WO, not via the ES chain of command. This document
should be at REME Sldr Wing at least 14 days prior to the roadshow date:
REME Sldr Wing
Mail Point 412
Kentigern House
Army Personel Centre
65 Brown Street
GLASGOW, G2 8EX
or fax to
Issue 10 E6 – 9 - C - 1
Glasgow (94561) 3093
PART X – ASSURANCE
Introduction
1.
The Field Army and REME Soldier Wing (REME Sldr Wing) must ensure it complies with
these instructions. In order to ensure compliance there are two levels of assurance:
a.
Compliance within the Field Army. Monitored by compliance inspections such
as TECHEVAL, Annual Assessment of a Unit and Col REME visits. Comds ES will harvest
such results and inform RHQ REME of compliance, trends and patterns.
b.
Compliance within REME Sldr Wing. Monitored by APC’s CM Pol and the
meeting of several pre-set performance indicators. SO2 REME Soldiers and Wing ASM will
also conduct an annual review of Policy, Practice and Rules, SOP and Desk Top
Instructions to see how they dovetail into these instructions.
Field Army Compliance
2.
In order to ensure the Field Army are conducting their command responsibilities with regard
to MS the following should form part of the REME TECHEVAL:
a.
Appraisal Report Completion. The number of soldiers in the Unit that are
outstanding an Appraisal Report (SJAR, NSAR etc); results should be recorded (including
soldiers details) with notes added to explain the tardiness of the report.
b.
Soldiers in Acting Rank. The number of soldiers holding Acting Rank whilst
waiting for CLM. This report should focus on those who have been waiting for between 6
and 12 months and what plans are in place to attend training. Those soldiers who have
exceeded the 12 month qualification period are to be recorded separately in order to allow
REME Sldr Wing to make a decision whether to reduce the soldier to his substantive rank
or not (see Part VI – Training).
c.
Accuracy of JPA Recorded Competencies. As JPA is the medium that informs
REME Soldier Wing of a soldiers technical competence it is important that it is kept up to
date. As an example there are many soldiers who have been precluded from Promotion
Boards because their qualifications have been incorrectly recorded (eg CLM and Class 1 or
2 trade qualifications). Inspections should include a sample check of a soldier’s record to
ensure it’s correct. REME Sldr Wing can be contacted to confirm details as required.
d.
Manning in Accordance with Establishment/MP&GA. Unit strengths will be
scrutinised to ensure its establishment and any gap imposed by MP&GA is maintained.
e.
Separated Service Report. Confirmation that reported statistics on the Sep Svc
Reporting Tool represent reality within the Unit.
REME Sldr Wing Compliance
3.
In addition to the assurance procedures imposed on REME Sldr Wing by its internal
mechanisms it is also to ensure compliance to these instructions by reporting on the following
performance indicators (PIs). The Personnel Operations Working Group (Pers Ops WG) will be
updated throughout the year:
a.
Roadshows. The number of soldiers attending a REME Roadshow annually.
This PI should be in excess of 35% of Corps Strength.
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b.
Manning to MP&GA. The number of shortfall of manpower experienced by Units.
This PI should be unit manning at 100% of the MP&GA adjusted manning figure within 12
months of its introduction.
c.
Assignment Preference. REME Sldr Wing is to report on the number of soldiers
who have had their assignment preference fulfilled. The target for this PI is 70% receiving
their 1st choice of assignment.
d.
Notice of Assignment. REME Sldr Wing is to report on the notice time soldiers
receive before being warned to report to their new unit. The target for this PI is 4 months.
e.
Class 1 Upgrader Training. Subject to recommendation, REME Sldr Wing is to
load soldiers onto their Class 2 to 1 upgrading course no later than their 4th year of service
post their Class 2 competence point. The target for this PI is reaching 90% of soldiers
loaded by their 4th year of service as a Class 2 soldier. A second target to this PI is to
ensure courses are loaded to maximum capacity; target is to exceed 95% of courses
loaded to capacity.
f.
Transfers into REME. Transfers to REME from other A&S must be executed
expeditiously. The target for this PI is acceptance or denial into REME within 6 weeks of
application.
g.
Delivery of SCR. REME Sldr Wing is to return completed SCRs within 6 weeks of
receipt. The target PI 90% of SCR received are answered within 6 weeks.
4.
Other Reports and Returns (R2) & Management Information.
to provide the following information:
a.
Appraisal Reports.
REME Sldr Wing is also
This management information is broken down into two areas:
(1)
Pre-PB. Six weeks prior to a PB sitting a list of soldiers who are to be
considered by Board is to be published on MS Web. This list is to show the soldier,
by unit, his eligibility and the reason for non-eligibility (ie no SJAR/NSAR
unqualified, lack of residual service etc). This list is to be refreshed at PB m inus 1
week.
(2)
Post PB. A list of all soldiers not presented at the PB due to lack of
SJAR/NSAR. This list is to be broken down by soldier’s details, unit and person
holding the SJAR/NSAR. C2 Promotion section is to engage with the CoC within
one week of the board concluding.
b.
Bespoke Manning Reports.
bespoke ad-hoc manning reports.
When requested REME Sldr Wing is to provide
c.
REME Dashboard. REME Soldier Wing ASM is to provide monthly stats to the
REME dashboard via the Manning Brick.
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PART XI – OTHER CAREER MANAGEMENT ISSUES
1.
This Part is broken down into 8 Sections:
a.
Section 1.
Driving Licences.
b.
Section 2.
Formal Career Review (FCR) & Soldiers Career Review (SCR).
c.
Section 3.
Versatile Engagement.
d.
E10)
Section 4.
Military Training Instructors (MTI). (Refer to REME Corps Instruction
e.
Section 5.
Selection of soldiers to Become Instructors at RMAS.
f.
Section 6.
MS Referral and M3D Tagging.
g.
Section 7.
Standard.
h.
Section 8.
Management of REME Soldiers Below the Minimum Medical
Rejoins / Re-enlistments.
Section 1
Driving Licences
Introduction
2.
Driving is a key skill across the Corps; either to provide operational mobility or to enable
soldiers to perform their trade. Corps driving policy is based on the following:
a.
There should be a ratio of 1.5 drivers per prime mover. This equates to
approximately 5,000 drivers of all types to meet the Deployable Component (DC)
requirement.
b.
Operationally, the most junior person in a vehicle crew should drive; NCOs should,
where possible, command.
c.
Officers, Warrant Officers and SNCOs (less Recovery Mechanics) should be able to
drive for administrative moves.
d.
Recovery Mechanics and Vehicle Mechanics are required to drive as part of their
trades.
3.
REME Driver Requirement. The REME driver requirement by Trade and Class is
summarised at Annex A. Annex A also indicates where driver training is delivered.
Loss of Licence
4.
Loss of Licence for Disciplinary Reasons. The rules and action to be taken pertaining
to loss of driving licences for disciplinary offences are laid down in AGAI 51.091-51.094. As the
source document, they should be consulted first along with the notes below. For clarification
advice can be sought from REME Sldr Wing. All losses of licences are to be formally recorded on
JPA with notification sent to REME Sldr Wing.
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5.
Rec Mech. Driving is an essential part of a Rec Mech’s duties. Without the appropriate
licences he cannot complete his duties. Therefore Rec Mechs who are barred from driving for
legal reasons will, on conviction, be removed from the Rec Mech role and reassessed at the
highest assessment for which they are qualified which is not dependent upon their ability to drive.
Where no other employment qualification is held, this will be as Soldier 999. In cases where a
soldier has no alternative employment qualifications he should be given the option in writing of
either continuing to work as a Rec Mech on duties not involving driving, or being employed at
general duties not requiring a formal qualification.
6.
VM. All VMs are required to drive but it is possible to carry out the majority of their tasks
without. To that end Commanding Officers retain the right to allow VMs who have been banned for
less than 12 months to continue at trade in duties that do not involve driving, however during that
period they will not be eligible for promotion For soldiers who receive a ban of greater that one
year this discretion does not apply and they will be dealt with in a similar way to Rec Mechs.
7.
Other Trades. For all other trades, during any period when a soldier is not permitted to
drive an Army vehicle they are not to be classified in an employment requiring driving skills.
8.
Implications for Pay. A Rec Mech, or a VM, who is reassessed as a result of being
banned from driving and mustered as Soldier 999 will be paid at an appropriate Increment Level for
their seniority and on the Lower Band. Mark Time Rates of Pay are not applicable. Thus for LCplSgt 50 Rec Mech and VMs any reassessment of trade will result in an immediate loss of pay.
9.
Implications for Promotion. For Rec Mechs and VMs where trade classification is
dependant on holding driving licences, a soldier who is banned from driving will be considered to
be Class 3 and thus ineligible for consideration for further promotion until reinstated. A Rec Mech
or VM who has been selected but not yet promoted, will cease to be qualified for promotion and
therefore will not promote. Soldiers promoted but not fully qualified, will be treated as if their rank
had been substantiated. For any other tradesman, it will be for his OC/CO to decide if the
circumstances surrounding the incident justify a change of recommendation, para 9.140 of JSP
481 remains extant. The CO retains authority over the promotion of a soldier whilst the soldier is
serving under his command.
10.
Action on Return of Licence. When reinstated51, the soldier will then be granted their
original trade classification and assessment for pay (Rec Mech and VM) subject to their
Commanding Officer being satisfied that they have maintained the required standards in the other
elements of trade. Reference B refers.
11.
Civilian Court Prohibitions. Where a soldier is prohibited from driving by a civilian court
in the UK then the ban extends to both military and civilian vehicles. The civilian ban is, however,
territorial and does not extend to countries outside the UK. An FMT 600 must be withdrawn for the
period of the ban. In extremis, a Commanding Officer may reinstate the FMT 600, and thus the
authority to drive Service vehicles, in countries outside the UK where there are urgent operational
reasons for doing so. Where a soldier is prohibited from driving by a civilian court outside the UK
then the decision of the court must be respected within that jurisdiction unless Status of Forces
Acts (SOFAs) or Memorandum of Understandings (MOUs) still permit the soldier to drive Service
vehicles. In all cases where a ban is imposed consideration should be given to reassessment prior
to reinstating the FMT 600.
12.
Specific Cases: Rec Mech and VMs.
a.
50
51
Loss of licence as Class 3 – cannot gain Class 2 until regain driving licences.
Based on Jan 07 allocation of trades to Higher and Lower pay bands.
Regain of civilian driving licence and assessment and test by Defence Driving Examiner.
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b.
Loss of licence as Class 2 – cannot commence Class 1 training until gain driving
licences; ineligible for promotion. Revert, by unit, to Class 3.
c.
Loss of licence during Class 1 course – complete course but do not gain Class 1
qualification until regain driving licences.
d.
Loss of licence as Class 1 – not eligible for promotion until the soldier regains his
driving licences.
13.
Loss of Licence for Medical Reasons. All personnel are obliged by law to inform the
DVLA when a change in medical circumstance may have some effect on their ability to drive. The
subsequent decision by the DVLA on the retention or withdrawal of driving licences is to be passed
to REME Sldr Wing. Future employment implications, in line with the manning situation at the time,
will be considered and a recommendation on retention/future employability will be made to HQ
DEME(A).
JPA Action
14.
JPA action by the Unit JPA Discipline Administrator is required along with informing REME
Sldr Wing of any imposition of driving disqualification or limitation. Similarly, JPA action is also
required to promulgate the lifting of a driving prohibition and the reinstatement of driving licences.
REME Sldr Wing are also to be informed.
Extended Driving Bans
15.
All personnel are to be aware that some driving offences can incur driving bans in excess of
2 years. In such cases and where the DVLA decide to permanently withhold a licence or part of it
(eg refuse to reissue a Cat C+E licence) which makes future full employment at trade difficult,
administrative action may be sought to cease or amend a soldier’s engagement. The principle
applies; if a soldier is not able to carry out the full range of duties over a period exceeding 12
months he should be considered for employment in alternative trade. This may carry financial
implications.
BF(G) Licenses
16.
Standing Order British Army (Germany) 3208 must be consulted in all cases involving the
loss of a driving licence in BF(G). A tradesman who loses the ability to drive in Germany due to
the loss of their BF(G) licence will not necessarily be posted prior to their expected end of tour
date. They will usually be required to complete their current posting. Trade and pay implications
are still to be carried out in accordance with this instruction.
Section 2
Formal Career Review
Background
17.
The ECAB NECSt Emerging Findings Paper recognised that there was a requirement to
take a more consistent view across the Army towards optimising soldiers’ potential and that a
mechanism for assisting in this would be the Formal Career Review for Soldiers (FCR(S)). FCR(S)
for REME will be delivered where possible by the chain of command supported by REME Sldr
Wing. Records will be held using the SCR format.
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Aim
18.
The aim of the FCR is to provide soldiers with a career review that examines future
employment and career advancement and that includes consideration of the soldier’s personal
aspirations. This to be undertaken with all soldiers at an agreed point in their service.
Principles
19.
The following principles are pertinent:
a.
Maximum use is to be made of the functional chain of command in delivering REME
FCR(S). Interviews need not be conducted by REME Sldr Wing.
b.
FCR(S) have been identified as an enhancement to the career management and
development of soldiers; this emerged from NECSt.
c.
FCR(S) should be delivered by a REME Officer or WO, or with a REME Officer or
WO present to advise on special to arm matters. This could be BEME / SO2 ES or their
REME Bn RCMO.
d.
FCR(S) is to be recorded using the SCR format 52. Once complete the SCR is to be
copied to the unit and the individual (for inclusion in his PDR) and kept in the individual’s P
File.
Objectives
20.
The FCR(S) is to:
a.
Provide an objective appraisal of promotion prospects in the context of the
individual’s career to date.
b.
Provide an opportunity to discuss posting preferences in a 3 to 5 year timeframe.
c.
Provide the opportunity to discuss transfer options.
d.
Provide the opportunity to discuss personal factors and constraints.
e.
Provide an opportunity to discuss personal development aspirations.
f.
Provide the opportunity to verify personal records.
Timings
21.
FCR(S)s are to be delivered to a soldier at a minimum of two points in his career 53:
a.
FCR(1). 12 months after completion of Class 1.
b.
FCR(2).
30 months after completion of Artificer course or at the 14 year point.
22.
Additional FCR(S) may be needed, for example when a soldier is due posting or is
promoted.
Reporting and Recording
52
53
This included the PPP.
Assuming he serves out to the end of VEng(FC).
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23.
The format for recording FCR(S) is the Soldier Career Review (SCR) 54 published by REME
Sldr Wing and available, along with guidance on its completion, on MS Web.
24.
The SCR is to be stored as follows:
a.
Individual – for inclusion in Personal Development Record (PDR).
b.
Unit – for inclusion in unit P File.
c.
REME Sldr Wing – for inclusion in the individual’s P File.
Expectation Management
25.
The interviewing officer is to take the soldier through what could happen with their career,
what rank they may achieve and, in an ideal world, how they might achieve or enhance their
chances. They should also receive a candid STIREP on what is likely to happen; the art of the
possible balanced with the art of the likely. The two views may be different and the soldier will get
the most from the process if he arrives with an open mind.
26.
Interviewing Officers are reminded that delivery of the FCR(S) results in a recorded
document. Advice and guidance must be well researched, prepared and thorough. Ignorance is
not an excuse.
Roles
27.
Interviewing Officer. This should normally be the CoC. Where there is no direct REME
Officer or WO then it is likely to be the SO2 ES / BEME or RCMO of the relevant Bde or Bn.
Comds’ ES (or HR Rep) are responsible for strategy within their areas.
28.
REME Sldr Wing. REME Sldr Wing is to:
a.
Provide relevant career information when asked.
b.
Coordinate and issue instruction on the use of SCR as the reporting format.
c.
Act as Interviewing Officer when requested or appropriate.
Communications
29.
Guidance notes on the completion of SCR are available on MS Web with the authority for
the document vested in REME Sldr Wing.
Summary
30.
The introduction of FCR(S) represents a significant enhancement to the career
management of soldiers. Born from the various retention initiatives prompted by NECSt this
initiative will, over a full career, offer every REME soldier the opportunity to receive two formal
career reviews. These reviews will be delivered, in the main, by the chain of command supported
by REME Sldr Wing and will present each individual the opportunity to discuss their promotion
prospects and career aspirations, personal development opportunities and other personal issues.
The effort needed, by the soldier but particularly by the interviewing officer, should not be
underestimated.
54
See Annex B.
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Section 3
Versatile Engagement
Introduction
31.
The Versatile Engagement (VEng) was introduced as a type of engagement available to
new Army entrants from 1 Jan 08. VEng consists of three stages; the Short, Full and Long Career.
Personnel already serving on 1 Jan 08 remain on their current engagements, unless offered the
opportunity to transfer to the VEng Full or Long Career through REME Sldr Wing. From 1 Jan 08,
soldiers initially enlist on a Short Career for 12 years service. During this initial 12 years service,
the soldier will be considered for conversion to a Full Career (VEng(FC)) and service to a total of
24 years. Selection for a Long Career (VEng(LC)) will extend the soldier’s service to 30 years
initially, and thereafter in 6 year blocks as required by the Army and up to the Normal Retirement
Age (NRA) of 55 years.
Pensions
32.
The VEng structure is tied to the provisions of the Armed Forces Pensions Scheme (AFPS
75 and 05). This ensures that the soldier who is discharged at the end of a Short or Full career, will
have qualified for either the Resettlement Grant (12 years) or an Early Departure Payment (EDP)
point if on AFPS 05 (between 18 and 24 years service), or the Immediate Pension (IP) of AFPS 75
(22 years). There is no change to the pension rights of a soldier currently serving on the
OPENG/NOTENG/Type S who accepts an offer of a VEng Full Career.
Stages
33.
There are three stages to the VEng:
a.
Short Career (VEng(SC)). From 1 Jan 08 the Short Career replaced the OPENG
for new Army entrants enlisting on or after that date. The Short Career is an engagement
lasting 12 years from the date of enlistment. Personnel will have the opportunity to convert
to a Full Career if they meet the conversion criteria and a manning requirement exists.
b.
Full Career (VEng(FC)). This is a term of 24 years from the date of enlistment.
Personnel will have the opportunity to convert to a Long Career, if they meet the conversion
criteria and a manning requirement exists.
c.
Long Career (VEng(LC)). This is a term initially of 30 years from the date of
enlistment. Personnel will have an opportunity to extend their service beyond 30 years if
they meet the relevant criteria and a manning requirement exists. This extended service
will normally be granted in 6 year periods up to the NRA of 55yrs 55. The Long Career will
subsume the current Long Service List (LSL) and individual capbadge Longer Service
Schemes.
Conversion
34.
The conversion process and criteria will be detailed in the Versatile Engagement DIN due
for publication in Jul 14.
55
DM(A) remain the authority to retain personnel in service beyond the age of 55.
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Promotion
35.
Under VEng there is likely to be a slowing of promotion across the ranks as full career
profiles are stretched from 22 years to 24 years. REME Sldr Wing will monitor this and provide
feedback through the CoC and MS Web.
Terms of Service
36.
Transfer to the Regular Reserve. All those enlisted between 1 Jan 08 and 5 Aug 08
have the right to request a transfer to the reserve after completing 4 years’ service (the minimum
commitment period) beginning with the date of enlistment. Those who enlist on or after 6 Aug 08
have the right to transfer to the reserve 4 years after enlistment or the person’s 18th birthday,
whichever is latter.
37.
Reserve Liability. Individuals will continue to have a reserve liability which will be
calculated in accordance with current legislation.
38.
Notice Period. The notice period for leaving the regular Army for those on VEng is 12
months. This also applies to personnel who have been granted a period of continuance on the
Short or Full Career.
39.
Continuance in Army Service Beyond Completion of Engagement. Continued service
is possible for soldiers serving on the Short or Full Career. Personnel on the Long Career are not
eligible for continuance. Any such period of continued service will not normally exceed 2 years.
Other than for the purpose of promotion under the residual service rules, individuals who decline
an offer of conversion between the Short, Full and Long Careers may still apply for a period
continuance to REME Sldr Wing in their final year of service. Any such application will be dealt
with on a case by case basis and in accordance with current policy. Soldiers who are on continued
service on VEng will not be eligible for promotion.
40.
Reversion in Rank. Soldiers serving on the VEng will not normally be reverted in rank
when awarded continuance. REME Sldr Wing will only make an offer of continuance where there
is manning requirement in substantive rank.
41.
Reckonable Service for Pension Purposes. A period of continued service may still be
awarded to safeguard pension rights under both AFPS 75 and AFPS 05 in accordance with
QR9.105.
42.
Residual Service Rule for Promotion. The residual service rule for promotion is
applicable to soldiers on the VEng. As of Nov 2007, an individual who is to be considered for
substantive promotion in a given promotion year, must have a minimum of 12 months of residual
service prior to their normal run out date, calculated from the start of that promotion year. If
selected for substantive promotion, a soldier will be required to serve for a minimum of 2 years in
the higher rank, calculated from the day of taking up their new appointment in that rank. If they
have less than 24 months of residual service from the day of taking up their new appointment, they
will be required to extend their service by the period needed to make up the difference. The
necessary period of continuance will be granted to achieve this.
43.
Transfer Policy. A successful voluntary transfer application will not require an individual
to revert to a shorter term of service under the VEng. The receiving capbadge may however
require an individual to extend their service by converting to either the Full or Long Career on
transfer.
44.
Service Beyond the Age of 55yrs. Where an individual is selected for further service
and he will attain the age of 55 before the expiry of that further service, he will be extended for an
additional term until his 55th birthday. DM(A) remains the authority for service of individuals
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beyond NRA of 55yrs. Applications for extensions of service are to be submitted to DM(A),
through REME Sldr Wing not more than ROD minus 2 years.
45.
Conversion from OPENG to VEng. For individuals who opt to transfer to the VEng from
the OPENG or other engagements from before 1 Jan 08 the relevant date for service remains as
defined in QRs 9.108.
46.
Rejoins. Those individuals who have transferred to the reserve, must rejoin on their
previous engagement, but may subsequently be offered transfer to VEng ToS.
Benefits Of Conversion
47.
Transfer to the VEng(FC) and VEng(LC) will result in greater career certainty and
additional years of service that may be counted towards pension. Individuals should also note that
longer service under VEng provides them with additional years of promotion opportunity. An
individual’s right to give notice is not affected.
Section 4
Military Training Instructors
48.
Refer to REME Corps Instruction E10 – Military Training Instructors.
Section 5
Selection of Soldiers to Become Instructors at RMAS
Introduction
49.
The Corps must ensure we are well represented by high quality SNCO instructors at the
Royal Military Academy Sandhurst (RMAS), it is good for the Army and the Corps, such service can
also be beneficial to the soldier as he/she will serve in a prestigious multi-cap badged organisation
delivering instruction and training to future officers.
Aim
50.
The aim of this instruction is to detail REME Soldier Wing’s process for career managing
those soldiers who want to be considered for such employment. It is broken down into 3 subsections.
Pre-selection
51.
Potential Instructors must be at least substantive Sgts, recommended for promotion, and
ideally should have 2 years experience as a Pl Sgt (or equivalent) with a realistic expectation of
reaching substantive SSgt by the end of their RMAS tour. The following should also be noted:
a.
It will be advantageous for all substantive SSgts to have completed CLM It is unlikely
that individuals will be given time to gain this qualification during their tour at the Academy.
b.
Ideally individuals should have operational experience.
c.
An adventurous training qualification is desirable.
52.
Identification. Application to become a Potential RMAS instructor is not limited to T S
Spec, the opportunity is open to all trade groups within REME. Soldiers will be identified through
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the medium of Appraisal Reports and positive recommendations from the chain of command. SO2
REME Sldr Wing will collate all nominations, volunteers and field any queries.
53.
Qualifications. The qualifications required of RMAS Instructors are shown at para 65
below. If an individual has still to gain one or more of these qualifications at the time the
nomination is made it does not prevent application however qualifications will need to be secured
before the soldier is loaded on the RMAS Cadre.
54.
Standards. Instructors at RMAS are in constant contact with officer cadets. They are
expected, by their excellent character, ability and bearing, to set the example of a first class
Regimental/Corps SNCO. They should have no disciplinary history which makes their position as
Instructors untenable. Instructors teach Drill, Skill at Arms, Section and Platoon tactics, First Aid
and CBRN. At some point in their tour they will be appointed to act as SSgt of a platoon of officer
cadets under training.
Selection
55.
Call for Candidates. Each year RMAS calls for volunteers to attend the RMAS Cadre.
This call in notice will come via REME Soldier Wing and will be sent to the ES CoC and also be
sent to any volunteers identified (see para 4 above). If an individual has still to gain one or more of
these qualifications at the time the nomination form is submitted it should be clearly marked as
“course to be completed by . . .” MS Soldiers will then allocate a provisional place on the
cadre, which will be confirmed once MS Soldiers is informed of the successful completion of the
course. All communications will come via SO2 REME Sldrs Wing.
56.
Selection Process. This selection process is a fiercely competitive all arms pool of highly
motivated and trained SNCOs. The Cadre, held at RMAS and its supporting training areas, is
conducted to assess potential instructors on their suitability to become an instructor.
57.
Cadre. Final selection takes place at the end of the Cadre Course. Those instructing on
the Cadre are forbidden from giving any external indication as to an individual’s progress.
Commanders are requested to refrain from making any such enquiries about their subordinates.
Those selected to be an Instructor take up their appointments at the start of the Autumn Term.
Individuals will be posted onto RMAS strength in the August that follows their selection.
Post Selection
58.
Selected SNCOs will be allowed to return to their units after the Cadre has finished in order
to sort out personal administration. Continuation training now forms an integral part of the cadre
for successful candidates.
59.
Promotion. Those that have successfully completed the Cadre and are selected for
employment at RMAS will, where necessary, be granted local rank on the last day of the course
and the acting rank of SSgt on the day of their posting to the Academy. These individuals are to
have an up to date annual report completed prior to being posted to Sandhurst.
Point of Contact
60.
Prior to Cadre. The point of contact for all RMAS Instructor issues is SO2 REME Soldier
Wing, MS Soldiers CSS, on Glasgow Military 94561 Ext 3448.
Course Qualifications Required by Candidates for RMAS Instructors Cadre.
61.
Listed below are the mandatory qualifications required before any Sgt/SSgt will be
considered for a vacancy on the Instructors Cadre:
Issue 10
E6 - 11 - 9
a.
Other Arms (Cbt Arms qualifications differ)
(1)
All Arms NCO Skill at Arms (SA (B) 90)
(6 weeks)
(2)
SCBC Phase 2 (Tactics) 56
(8 weeks)
(3)
LFTT (FFQ) OR LFTT (TA)(SA(A)90) or (SA(C)90)
(4 weeks)
(4)
All Arms Drill Advanced Instructor
(5 weeks)
(5)
NBC Defence Instructor
(4 weeks)
(6)
Battlefield Casualty Drill Trainer
(1 week)
62.
Candidates are strongly encouraged to ensure that any FMT 600 held is endorsed for
Landrover WOLF prior to attending the Cadre.
Section 6
MS Referral and M3D Tagging
General
63.
MS Referral is vital in supporting the Army’s aim of Safeguarding Children and Vulnerable
Groups 57 (VGs). The Military Secretary has mandated 58 that this is to be applied by Career
Managers and relevant personnel in order that all involved in the process follow appropriate
procedures to safeguard the interests of those who are most vulnerable.
Purpose
64.
The MS Referral Process is the process by which the Army ensures that, in order to comply
with UK legislation, Army personnel are not employed in positions or given tasks that require them
to work, or give rise to a reasonable expectation that regular / recurrent contact could occur, with
Under 18 Year Olds (U18s) not serving in the Armed Forces and / or those undergoing Phase 1
and Phase 2 Training if they are disqualified by law from such employment or, on the basis of the
information available at the time of assignment/tasking, are judged to be unsuited to it by
character.
Background
65.
Referral. Any Regular Army, TA or Reservist who qualifies for consideration for MS
Referral positions/employment is only to be employed after a number of background checks have
been conducted and where legally entitled includes a CRB check. On successful completion of
these checks they will be assessed as suitable by character in the light of any information
revealed. This is the MS Referral process. The APC is the only organisation permitted to make
the final assignment or confirm employment suitability. If the manning imperative is such that an
individual must be moved into a MS Referral position or given MS Referral employment before the
process is complete, the authority of SO1 REME Sldr Wing must be obtained first.
66.
Mandatory CRB checks. As with all other employers in the UK, the MOD is required by
law to conduct a check into the criminal background and employment disqualifications of the
military and civilian personnel it employs. This check is known as a CRB check. It applies if
56
57
58
Females exempt.
AGAI Vol 3 Ch 119 – Army Policy on Safeguarding Vulnerable Groups Jan 11.
04Deliver/Rec/413CRB dated 1 Oct 11 - The MS Referral Process.
Issue 10
E6 - 11 - 10
personnel are being considered for paid or voluntary employment in a ‘regulated position’, which
involves working with VGs. Personnel are only to be employed in such positions if judged suitable
following completion of the check. The MS Referral process is the wider process by which the
suitability of serving Army personnel for employment in regulated and care positions is determined.
Therefore the CRB check has been incorporated into it.
67.
Discretionary CRB checks for non-regulated positions. In addition to mandatory CRB
checks, the MOD is also legally empowered to conduct checks on personnel being considered for
certain employment in training establishments. It is MOD policy to exercise this legal
empowerment. Therefore CRB checks are to be conducted on personnel being considered for
employment in positions in Phase 1 and Phase 2 training establishments in England, Wales and
Northern Ireland that involve caring for, training, supervising, or being solely in charge of persons
aged Under 18. The MOD term for these is non-regulated positions. Therefore the MS Referral
process includes a CRB check for all non-regulated positions.
68.
CRB check validity. MOD policy is that CRB checks currently have a validity of 5 years
after which time they must be renewed. REME Sldr Wing may require an individual to submit a
new CRB application if there are major changes in the nature of a post. A new CRB application is
also required if there is a reasonable belief that there is new disclosure information held on the
individual which would affect their suitability for continued employment in regulated activity, and
there is no other way of obtaining confirmation of this information.
69.
CRB check portability. CRB checks made whilst an individual is employed within the
Army are portable to another post within the Army, given that the VGs are the same and the work
is similar, although REME Sldr Wing may undertake other appropriate checks before taking
assignment action. CRB checks made outside the MoD are not portable into the MoD and
therefore an individual with a CRB certificate issued for regulated activity outside of the MOD will
be required to submit a new CRB application for an MOD nominating authority to determine
whether or not to employ in regulated activity for the MOD.
70.
Authority to proceed with assignment/employment ‘at risk’. SO1 REME Sldr Wing
has the authority to approve assignment or employment ‘at risk’. Additionally, the
receiving/employing unit must give due consideration to the consequences, actual and potential,
and accept them in writing, that the individual is content to be assigned/employed ‘at risk’. They
should also satisfy themselves of the imperative to proceed ‘at risk’, rather than to delay the start
date in position or employment.
71.
Action in the event of an incident or additional information after assignment has
started. In the event that an individual who has been assigned to a MS Referral position and who
subsequently acts in a manner that makes their continued service in that position or employment
unacceptable, or a past action of this kind comes to light, the unit in conjunction with REME Sldr
Wing should take the appropriate steps to have the individual removed from post, following
disciplinary and/or administrative action as appropriate. Following such removal, MS Referral
section will insert an M3d tag against the JPA record of the individual concerned.
Section 7
Management of REME Soldiers Below The Minimum Medical Standard
General.
72.
The Army’s policy for the management of personnel below the minimum medical standard
for their Arm or Service has been revised with details published in ABN13/10 dated 10 Feb 10.
Included in the policy are the procedures outlined in the PULHHEEMS Administrative Pamphlet
2010 (PAP 10).
Issue 10
E6 - 11 - 11
73.
The new minimum standard for the employment of soldiers is Permanently Medically
Limited Deployable (MLD) 59. COs of REME personnel are to apply these minimum standards for
the retention of soldiers in order to maintain maximum deployability and combat effectiveness.
74.
Where there are permanent medical limitations to an individual’s employability, the Chain of
Command is to ensure that individuals make informed decisions on whether they wish to remain in
the Army, based on a clear understanding of the career, financial and welfare implications of
retention. It may be in the interests of the individual to be discharged.
Overarching Policy
75.
The Joint Medical Discharge Policy with regards to permanently downgraded personnel is:
The Armed Forces will discharge all those medically unfit for military service. However, the
Armed Forces may retain those seriously injured, if they wish to stay, for as long as 60 there is
a worthwhile role 61 or it is judged to be in the interest of the individual and the Army 62.
76.
The key objective is to ensure that the skills that personnel have acquired through long and
expensive training (normally Class 1 for REME) should not be wasted if continued employment
can be found which:
a.
Is within their medical capacity
b.
Will not exacerbate their medical condition
c.
Will not place at risk the health and safety of others.
77.
If and when suitable employment compatible with the individual’s medical and employability
assessment cannot be found 63 either:
a.
In REME and CEG
b.
In REME in another CEG 64
c.
In another capbadge
d.
At E2
the individual is to be discharged under 9.385 on the authority of MS / DGAPC or 9.414 on
authority of DM(A), as per PAP 10 Chtr 10.
Process
78.
If the Medical Officer (MO) believes that a soldier will become permanently downgraded
either Medically Non Deployable (MND) or MLD, App 18 65 to PAP10 should be initiated by the MO
and forwarded to the unit CO for completion. It is the responsibility of the CO 66 to make an initial
employability assessment by completing App 18 67.
79.
As a result, coupled with advice from APC REME Sldr Wing, the CO can apply to (in order):
59
P3 or exceptionally P7.
The period of retention will be directed by the Army Employment Board (AEB) and will be subject to review.
The ability to perform useful military employment, for which an individual is suitable, qualified or can be reasonably trained.
62
Applies when no worthwhile role can be identified. Ultimately it is for the AEB to decide.
63
PAP 10, Chapter 4, Paragraph 0406.
64
There may be a need for training and therefore investment.
65
Occupational Report on an Individual for Occupational Health Purposes (Including Medical Boarding).
66
If CO is non REME assistance is to be sought from the senior Corps representative within the unit or APC REME Sldr Wing.
67
Para 7 will need to be completed by APC REME Soldier Wing.
60
61
Issue 10
E6 - 11 - 12
a.
Retain the soldier (by completing App 8 68 to PAP10)
b.
Reassign the soldier (In exceptional circumstances, where an individuals abilities
can be suitably employed elsewhere, APC REME Sldr Wing may reassign the individual) 69
c.
Reallocate/discharge the soldier (by completing App 22 70 to PAP10).
DM(A) remains the authority for all options.
80.
The CO on his own is only authorised to retain a soldier in his unit until the soldier’s
planned EOT. Any period beyond that will need agreement from APC REME Sldr Wing and will be
confirmed in writing with the soldier as part of the App 8 process. Whilst any soldier remains below
the minimum medical standard the individual will be run to an Employability Board before any
promotion or assignment is authorised by APC REME Sldr Wing. Details are outlined in Section 3,
Part V of this Corps Instr.
81.
For decisions the soldier disagrees with, the appeals process through the Army
Employment Board (AEB) is to be used.
82.
A flow chart of the above process is attached at Annex F.
Section 8
Corps Rejoins / Re-enlistments
Introduction
83.
Detailed instructions on the Induction into the Regular Army of personnel with previous
Military Experience can be found in DCI (A) 63/03 – Induction into the Regular Army of personnel
with Previous Military Experience. This Corps Instruction is designed to provide outline guidance
for the processing of candidates in the following categories: Enlistment and re-enlistment for
Regular Army Reservists, ex Service personnel and members of the Reserves.
a.
Reservist or an ex-Regular Soldier can apply at an AFCO/ACIO to rejoin the
Colours or to re-enlist. The application will be processed by Recruiting staff and
candidates are advised not to apply direct to their former cap badge or to contact REME
Soldier Wing at any stage to ask what progress is being made with their applications as
Colour service section within APC is responsible for the admin of all rejoin applicants. All
necessary action and correspondence relating to all applications will be dealt with by the
Recruiting Staff. If a candidate is clearly ineligible or unsuitable they will be informed
accordingly by the Recruiting Staff.
b.
Whenever a candidate applies for re-enlistment care is taken at the outset to
establish whether or not they are still serving on the Reserve. If in doubt AFCOs/ACIOs will
contact MS Occurrences in order that this may be established. A Reservist must not be reattested.
Definitions
84.
The following definitions apply to ex Regular servicemen/women with the same principle
applied to ex Reserve servicemen/women, unless specified otherwise:
68
69
70
Application Form for Permission to Retain a Soldier Whose JMES has Fallen Below the Minimum for the Arm/Corps.
App 8 to PAP10 must still be completed, under guidance from APC REME Sldr Wing, by/on behalf of the receiving unit.
Application for Reallocation or discharge of a Soldier Medically Unfit for Employment within Current Arm or Service.
Issue 10
E6 - 11 - 13
a.
Re-joiner: An ex Field Army soldier who left the Army and has a Reserve liability.
(less Army Reserves)
b.
Trained Re-Enlister:
(1)
A trained ex Field Army soldier who has been discharged from full-time or
regular Reserve service (i.e. CDT, DCM, SNLR, Med, Compassionate, Welfare).
(2)
A trained ex serviceman (RN/RM, or RAF) for general service with the Army.
c.
Untrained Re-Enlister. A recruit who discharged pre-Phase 1, during Phase 1 or
during Phase 2 training.
Employment Classification
85.
A candidate who had a particular employment classification prior to transfer to the reserve
(re-joiner) or discharge (re-enlister) and who applies to re-join/re-enlist may only be re-granted an
employment assessment held on transfer to the reserve or discharge by REME Soldier Wing
provided he/she:
a.
Re-enlists within 12 months 71 from the date of their transfer to the
reserve/discharge.
b.
Understands that the standard qualifications on which their original employment
assessment was based on transfer to the reserve/discharge have not been amended since
they were assessed and or issued.
c.
Understands that the original employment in which they were assessed has not
been placed in a lower class.
d.
Understands that they re-join/re-enlist into a trade group to which the employment is
appropriate.
Process
86.
An application from an ex Field Army Soldier who left the Army and has a Reserve Liability
is to be initiated through an AFCO/ACIO. The process for rejoining can be found at:
71
a.
Re-joiner – Annex A
b.
Trained Re-Enlister – Annex B
c.
Re-Enlister Pre Phase 1, During Phase 1 or Phase 2 Training – Annex C
This may be increased if suitable experience can be proven.
Issue 10
E6 - 11 - 14
Members Of The Army Reserves
87.
Members of the Reserves can be defined as falling into the following categories, bearing in
mind the principles of the definitions at Para 84 above:
a.
Those serving Reserve soldiers who wish to transfer to the Regular Army (less
FTRS).
b.
Those that have left the Reserves and wish to enlist into the Regular Army.
c.
Those serving on FTRS or mobilised Reserves who wish to enlist into the Regular
Army.
88.
The process for applying to transfer from the Reserves to the regular Army is highlighted
below.
a.
Step 1. An individual decides they wish to transfer to the Regular Army. He or she
seeks guidance from their Adjutant in the first instance (or CoC). The Adjutant will provide
advice and guidance on the transfer process and also arrange for a letter of
recommendation to be written by the Commanding Officer and mustering of medical
documents. The individual is also to complete RG 8 Part 1.
b.
Step 2. Individual visits and arranges an interview at their local AFCO/ACIO.
Adjutant passes on letter of recommendation and medical documents prior to interview.
Individual will be subjected to the standard Army educational and medical entry
assessments relating to REME (this may be different to the unit in which they are currently
serving). RG 8 and medical documents forwarded to ADSC for screening (without
confirmation of capbadge ADSC will probably be unwilling to process Applicant). Providing
he or she pass the entry standards, their application, on an AFB 203, along with the
recommendation from the Commanding Officer, will be sent to the APC, CSS DMS MS
Occurrences who will then make an offer, in conjunction with REME Soldier Wing based on
the application form and vacancies available.
c.
Step 3. REME Soldier Wing (MS Occurrences) will confirm at what phase of
training an individual should enter the Regular Army and at what rank, based on their
Reserve rank and experience. The means by which this is done is the Employment Board
where the applicants’ transferable skills in terms of training, experience or any currency that
may have been gained in the civilian or military spheres are assessed. This board will also
make recommendations on future employment either in terms of military or trade training,
the types of future posts, the rank, terms and conditions of service. Previous military
training and experience, particularly operational, will obviously be taken into account during
this process, to ensure no unnecessary training is demanded from individuals. Where
possible a waiver will be provided for Common Military Syllabus (Recruit), i.e. Regular
Phase 1 Training, however this will not always be the case and in certain instances
individuals may be asked to complete this aspect as a condition.
Employment Board Members
Issue 10
(1)
REME Sldr Wing – SO1 as chair
(2)
CD CSS – SO1 ES Eng Pol & Stds
(3)
REME Arms School
E6 - 11 - 15
(4)
Field Force Rep
d.
Step 4. Once accepted, individuals will be discharged from the Reserves before
enlisting, at the local AFCO/ACIO as a Regular Soldier. REME Soldier Wing will direct if
any Special-to-Arm (STA) training is to be carried out by the applicant. If individuals have
remained in REME, then accreditation may be provided for your previous STA training
conducted while in the TA but this is required to be authorised by Col REME.
89.
Those that have left the Reserves and wish to enlist into the Regular Army will be treated
as a new Contract depending on length of time out of the service.
90.
Those serving on FTRS or mobilised Reserves who wish to enlist into the Regular Army but
are currently not deployed operationally, should refer to Para 6. For those deployed operationally,
Para 6 applies except that application is made in theatre with the aspiration being to conduct the
enlistment on a change of engagement basis through RTMC Chilwell.
91.
In all cases, note is to be taken of any change in circumstance and AFB 203 raised if
necessary.
Premature Termination Of Colour Service (Qrs 1975 Para 9.391) For Personnel Re-Enlisted
Into The Regular Army
92.
This is more commonly known as Discharge as of Right (DAOR). The statutory right to
claim discharge under the provisions of QRs 75 Paragraph 9.391 applies only to personnel enlisted
into the Regular Army for the first time. Personnel re-enlisted after previous service in the Regular
Army have no such right. This is made clear in the Notice Paper handed to each Candidate prior
to attestation which they acknowledge in their Attestation Paper but is to be pointed out by the
ARO prior to attestation.
Security Clearance
93.
A former soldier’s vetting is valid up to the 12 month point after leaving the Army. A Basic
Check (BC) for a re-joiner or re-enlister, who has been out of the Army for more than 12 months,
will need to be completed. If the soldier requires SC or DV clearance, this should be applied for as
soon as possible and will be fast tracked through the DVA system. To ensure that this is flagged
up to the DVA, applicants should ensure that the Recruiting staff annotates the front of the MOD F
1109 at the top with either “RE-JOINER” or “RE-ENLISTER” in clear bold capital letters.
Annexes:
A.
B.
C.
D.
E.
F.
Driving Licence Requirements.
Example SCR
Rejoin Flow Chart
Trained Re-enlister Flow Chart
Untrained Re-enlister Flow Chart
Management of Non MFD REME Soldiers – Process Flow Chart
Issue 10
E6 - 11 - 16
Annex A to
Part XI REME CI E6
Issue 10
DRIVING LICENCE REQUIREMENTS
Ser
Trade
1
Rec Mech
Cat C+E and Cat H required
before Cl 3 awarded
2
VM A
Cat C+E and H before Cl 2
granted
3
VM B
Cat C+E before Cl 2 granted
4
Remaining
Mech
Trades
All Tech
Trades
Nil
Tech
Stmn/TS
Spec
Tech Stmn – Nil
5
6
Trade Requirements
Nil
TS Spec – Some Cat H
Delivery
Ph 22
Ph 3
Cat C+E
Remarks
Before trade training.
Cat H
Cat C+E
Should leave Ph 2 with Cat C+E, Cat H.
Cat H
Cat C+E
Should leave Ph 2 with Cat C+E. 60 VM B per year (posting
dependant) to receive Cat H.
Cat C/C+E Cat C/C+E All eligible to Cat C+E training in Ph 2 or 1st tour under DTE
arrangements.
Cat C/C+E Cat C/C+E 85 % Tech Elect and 80% Tech Ac/Av to receive Cat B, Cat C+E
training in Ph 2 or 1st tour under DTE arrangements. Remaining
15% and 20% respectively, if eligible, to receive Cat B in Ph 2 and
Cat C/C+E in 1st tour at DST(N) or by DT(C).
Cat C/C+E Cat H
All eligible to receive Cat B, Cat C+E training in Ph 2 or 1st tour
under DTE arrangements. Those TS Spec who are to drive
CVR(T) in REME Bns to be Cat H trained in Bns under units
arrangements.
Notes:
1.
Driver training consists of 3 elements: licence acquisition, Service General Service Driver Conversion (the military skills required of a driver eg
convoy drills, hand signals) and familiarisation training on the vehicle train the driver will operate.
2.
All eligible REME personnel should leave Ph 2 with a Cat B licence.
3.
SEAE to determine which Techs receive driver training in Ph 2 based on eligibility for, and ability to pass, Cat B training.
4.
Where insufficient capacity exists at DST Leconfield to deliver Cat C/C+E training to tradesmen in Ph 2 within 4 weeks of finishing initial trade
training, a soldier will be posted to his first unit and a booking will be made for his subsequent return to DST for driver training.
Issue 10
E6 - 11 - A - 1
Annex A to
Part XI REME CI E6
Issue 10
5.
In those cases, supported by the chain of command, where soldiers have been unable to attend driver training due to operational deployments
Class 2 status will be back dated to the time when the soldier had completed the requisite competencies in their trade book.
Issue 10
E6 - 11 - A - 2
Annex B to
Part XI REME Corps Inst E6
Issue 10
SOLDIER CAREER REVIEW (EXAMPLE)
Service Number
12345678
Assignment Start
Date
1 Oct 07
ROD
Marital Status,
Sex / Age of
Children eg. M/6
PERSONAL DETAILS
Rank
DoB
Seniority
Surname & Initials
Cpl
25 Jan 82
1 Oct 07
Smith A B
EOT Date
Current Unit & Location
30 Sep 09
1 Blankshires LAD / Tidworth
Trade/CEQ & Class
Married, F4, M10
1
APPOINTMENT PREFERENCES
Remarks
4 CS Bn Tidworth
2
AI Regt south of England
3
REME CS Bn in UK
Negative
Not BF(G)
1
PREVIOUS POSTINGS
Remarks
2 CS Bn / Fallingbostel / Jan 01 to Apr 03
2
HCR / Windsor / Apr 03 to Mar 05
3
CRT / Arborfield / Mar 05 to Oct 07
OPERATIONAL TOUR / MAJOR EXERCISE UNDERTAKINGS
Only major events and only covering the last 3 years
Type
Op / Ex
Ex Sp
Name
Dates
Winter Repair Programme
Jan 01 – May 01
Op
TELIC
May – Nov 04
Ex
Adv Trg Bavaria
Sep – Dec 05
PES DEPLOYABILITY
Are you available for an operational tour?
If not, why not? – Give short reason.
Anticipated date when available?
Op Tour – Yes although I am P3 (R) I am
deployable. My PES is to be reviewed within the
next month.
Smith AB
SIGNATURE
Issue 10
E6 - 11 - B - 1
OFFICIAL
DATE
Annex B to
Part XI REME Corps Inst E6
Issue 10
PERSONAL DRIVERS
An analysis of those aspects of an individual’s life and personal aspirations that impact upon career management
External Pressures
Mortgage, Schooling, OU
Study, Wife Employment,
etc.
Personal Priorities
Wife is undergoing an episode of medical care at Salisbury
Hospital. Not complete until Mid 2010.
Support to my wife during her forthcoming medical treatment whilst
ensuring I progress at trade, promote and become an Artificer.
CAREER TEMPLATE
An expansion of Personal Drivers to include a timeline of key events / drivers
08
Current
Appointment
09
10
11
12
13
Op HERRICK
OTHER
FACTORS
1.
2.
Posting
Wife to Hospital
3.
Child at GCSE
4.
Issue 10
E6 - 11 - B - 2
OFFICIAL
14
15
Annex B to
Part XI REME Corps Inst E6
Issue 10
PROMOTION
Year
Rank
Grade
Board Score
Board Position
Number Selected
Promotion Average
•
05
Cpl
B/P
N/A
N/A
N/A
06
Cpl
A /Y
N/A
N/A
N/A
Discussion
Cpl VM B – 8.86 yrs of Service (YOS).
o
•
04
LCpl
A/Y
36
12th
19
You promoted at the 7.35 year of
svc point. A year and a half in
front of average.
Sgt VM B – 14.98 YOS.
o
You were selected for promotion
within the Prom Year 1 Oct 08 –
30 Sep 09. Therefore will secure
promotion between the 11.98
and 12.98 yr of svc point.
•
SSgt VMB – 18.28 YOS.
•
WO2 VMB – 19.70 YOS.
•
SSgt Art Veh – 13.11 YOS.
•
WO2 Art Veh – 17.35 YOS.
•
WO1 Art Veh – 18.62 YOS.
Issue 10
07
Cpl
A/Y
34
39th
25
08
Cpl
A/Y
39
7th
10
To cover:
Promotion process
Board grading definitions
Other Points (record as necessary)
•
Selected for Sgt at 2nd consideration.
•
In advance of Corps Ave.
•
Highly competitive pool (you were in a
cohort of 240 VMs being considered).
•
You promoted 3 yrs in front of average
•
Probably move on with promotion.
•
Cannot promote to SSgt VM until 15
YOS point.
•
Cannot promote to WO VM until 17
YOS point.
E6 - 11 - B - 3
OFFICIAL
Annex B to
Part XI REME Corps Inst E6
Issue 10
REQUIRED FURTHER ACTION
If necessary
INTERVIEWER
APC
What are your future
intentions regarding the CM
of Cpl Smith?
No you cannot stay in post, you
must move on promotion by 30
Sep 09. There are vacancies at
4 CS Bn (same area). We intend
to assign Cpl Smith there on
promotion in Oct 08 Vice Sgt
Brown.
It can be seen by Cpl
Smiths profile that he is
ahead of his peers. He is
proactive and displays the
qualities of an Artificer.
Smith scored very highly on the
Promotion Board. The ASCLB
looks a little deeper into the
soldier’s qualities and considers
those needed to follow the
Artificer path. He appears to
have these qualities and more. I
cannot comment on his chances
at ASCLB, it is Chaired by Comd
REME AS and has a fixed Board
membership. Also, as I do not
know the field he would compete
against, it is difficult to compare.
What are the chances of
him succeeding on an
ASCLB?
What quals does he need?
I
If qualified when will he go
to ASCLB. His OC and the
CO intend to strongly
recommend him for Art Trg?
SLDR
Can I delay my posting and
remain in post until my wife
recovers from hospital. Or
could I please move on
promotion to fill a post at 4 CS
Bn?
Pse see Corps Inst E5. An
explicit recommendation on
SJAR, PAAB pass, Class 1, 2
YOS, at least 6 yrs residual svc
on cse completion. Maths and
trade can be secured post
ASCLB.
I have passed Art Maths and
scored above 70% on my Class
1. I currently do not have an
explicit recommendation on my
SJAR.
Smith is qualified, less an explicit
recommendation on his SJAR,
should this be actioned on his
next CR (due Oct 08 if posted)
he will go to the Board in Apr 09.
He currently has sufficient
Residual Service.
If I pass ASCLB offered I intend
to follow the Artificer at the
earliest opportunity
SIGNATURES
To include details
INTERVIEWER
Issue 10
APC
E6 - 11 - B - 4
OFFICIAL
SLDR
Annex B to
Part XI REME Corps Inst E6
Issue 10
Collins
Issue 10
Cooper
E6 - 11 - B - 5
OFFICIAL
Smith
Annex C to
Part XI REME CI E6
Issue 10
RE-JOINER (AN EX FIELD ARMY SOLDIER WHO LEFT THE ARMY AND HAS A RESERVE LIABILITY)
Applicant visits
AFCO/ACIO
declaring an interest
to re-join the Army
SO2 Sldr Sel
endorses 203 and
returns to APC
Note 1
Initial Interview with
Senior Recruiter to
establish applicants
wishes
Note 3
Declared problems i.e. Debt,
Crime etc
Note 2
Senior Recruiter reviews
Transfer to the Reserve
(TTTR) Authority
documentation (AFB 108)
203 referred to
SO2 Sldr Sel HQ
RG
Senior Recruiter reviews
personal circumstances since
TTTR i.e. free from debt, civil
convictions etc in accordance
with RGIs
203 declared problems i.e.
Debt, Crime etc
No declared problems
APC review D500, 203
(if applicable).
D500 and sp docus no declared
problems
Not
acceptable
APC inform
AFCO/ACIO who
inform applicant
case closed
APC submit
documentation to
relevant Wing all
issues resolved
D500 and 203 (if
applicable)
forwarded to
APC and results
of TST if
applicable
Relevant Sldr Wing
decides on suitability
based on current capbadge
criteria and manning levels
and any other arm/service
requirements or conditions
A
Acceptable
APC make an offer to the
applicant including any
conditions/requirements of
relevant Sldr Wing through
AFCO/ACIO.
Relevant Sldr Wing returns
documentation to CSS DMS MS
Occurrences with confirmation of
acceptance with conditions/other
requirements or rejection with
reasons
Note 4
Sldr Wing acceptance
Offer accepted and
conditions met
AFCO/ACIO inform
APC RG8. <24 and
>24 GO TO
MEDFLOW 1
AFCO/ACIO raise
D500, 203 (if req)
and RG8 (held in a
sealed envelope). If
choice is other than
original and TST
req application to be
made to HQ ITG to
enable candidate to
sit test.
Applicant reports as directed by
APC through AFCO/ACIO on
Authority of a Posting Order from
relevant Sldr Wing.
Offer refused but interested in other options
CSS DMS MS
informed of applicants
choice(s)
Sldr Wing Rejection
CSS DMS MS Occurrences
notify AFCO/ACIO that the
application has been rejected
with reasons. If more than
one choice APC back to Fig
A and resubmit
CSS DMS MS start the process
again from Fig A
AFCO/ACIO inform
Offer refused with no other interest. Recruiter to consider TA service.
Issue 10
E6 - 11 - C - 1
Case Closed
Annexapplicant
D to
Annex D to
Part XI REME CI E6
Issue 10
A TRAINED RE-ENLISTER WHO HAS BEEN DISCHARGED (FROM FULL TIME OR RESERVE SERVICE)
Note 3
Note 2
Applicant visits
AFCO/ACIO
declaring an interest
to re-enlist into the
Army
SO2 CSS DMS MS
OCCURANCES
QR 75 Para 9.380, 9.389,
9.390, 9.393, 9.395, 9.399,
9.400, 9.401, 9.402, 9.413
Note 1
Initial Interview with Senior
Recruiter to establish
applicants wishes
CSS DMS MS
OCCURANCES
submit
documentation to
relevant Authority
SO1 APC Occ Med
QR 75 Para 9.381(Med),
9.385, 9.386, 9.387,9.395
SO2 Sldr Can Sel HQ RG
QR 75 Para 9.380,9.382,
9.381, 9.383, 9.403,
9.404,9.405
SO2 Discharges DM(A)
QR 75 Para 9.392, 9.396,
9.397, 9.398, 9.406, 9.409,
9.410, 9.411, 9.412, 9.414
Senior Recruiter reviews
discharge documentation (AFB
108) confirming discharge
Authority. Discharge
under.QRs 75 9.396, 9.397 or
through mil conviction CDT or
civil offence for drugs
application ends.
Sldr Wing acceptance
Not acceptable
Relevant auth
endorses 203 and
returns to CSS DMS
MS OCCURANCES
Acceptable
CSS DMS MS
OCCURANCES make an offer
to the applicant including any
conditions/requirements of
relevant Sldr Wing through
AFCO/ACIO.
CSS DMS MS
OCCURANCES inform
AFCO/ACIO who
inform applicant case
closed
AFCO/ACIO raise 203 and
RG8 (sealed and held in
office). If choice is other
than original and TST req
application to be made to
HQ ITG for test paper to be
taken. 203 to APC
Senior Recruiter reviews personal
circumstances since discharge i.e.
free from debt, civil convictions
etc in accordance with RGIs
Relevant Sldr Wing returns
documentation to CSS with
confirmation of acceptance with
conditions/other requirements or
rejection with reasons
A
Relevant Sldr Wing decides
on suitability based on
current capbadge criteria,
manning levels and any other
arm/service requirements or
conditions
Sldr Wing Rejection
CSS DMS MS
OCCURANCES notify
AFCO/ACIO that the
application has been rejected
with reasons. If more than one
choice CSS DMS MS
OCCURANCES back to Fig A
and resubmit
Offer accepted and
conditions met
AFCO/ACIO inform
CSS DMS MS
OCCURANCES. RG8.
<24 and >24 GO TO
MEDFLOW 1
Offer refused but interested in other options
Note 4
AFCO/ACIO inform
applicant
E6 - 11 - D - 1
Case Closed
Applicant reports as directed by CSS
DMS MS OCCURANCES through
AFCO/ACIO on Authority of a
Posting Order from relevant Sldr Wing
CSS DMS MS
OCCURANCES informed
of applicants choice(s)
Offer refused with no other interest. Recruiter to consider TA service.
Issue 10
CSS review 203
and submit to
relevant MCM
Div
CSS DMS MS OCCURANCES
start the process again from Fig A
Annex E to
Part XI REME CI E
Annex E to
Part XI REME CI E6
Issue 10
RE-ENLISTER DISCHARGED PRE- PHASE 1, DURING PHASE 1 OR PHASE 2 TRAINING
Note 3
Applicant visits
AFCO/ACIO
declaring an interest
to re-enlist into the
Army
Note 2
Note 1
Initial Interview with Senior
Recruiter to establish
applicants wishes
Senior Recruiter reviews
discharge documentation (AFB
108) confirming discharge
Authority. Discharge
under.QRs 75 9.396,9.397 or
through mil conviction CDT or
civil offence for drugs
application ends.
Senior Recruiter reviews personal
circumstances since discharge i.e.
free from debt, civil convictions
etc in accordance with RGIs
AFCO/ACIO raise 203 and
submit to CSS DMS MS
OCCURANCES. (RG8
raised, sealed and held in
office). If choice is other
than original and TST req
application to be made to
HQ ITG for test paper
CSS DMS MS
OCCURANCES
review 203 and
supporting
documents and
refer to relevant
Authority
A
SO2 Discharges DM(A)
QR 75 Para 9.392, 9.396,
9.397, 9.398, 9.406, 9.409,
9.410, 9.411, 9.412, 9.414
SO2 CSS DMS MS
OCCURANCES
QR 75 Para 9.380, 9.389,
9.390, 9.391 9.393, 9.395,
9.399, 9.400, 9.401, 9.402,
9.413
SO2 Sldr Sel HQ RG
QR 75 Para 9.380, 9.382, 9.381,
9.383, 9.403, 9.404, 9.405
SO1 APC Occ Med
QR 75 Para 9.381(Med), 9.385,
9.386, 9.387,9.395
Relevant auth
endorses 203 and
returns to CSS DMS
MS OCCURANCES
Not acceptable
Applicant reports to Phase 1 or 2 Trg Estb
as directed through AFCO/ACIO
Acceptable
Note 7
Offer accepted and conditions met AFCO/ACIO
process. RG8. <24 and >24 GO TO MEDFLOW 2
Note 4
CSS DMS MS
OCCURANCES
inform AFCO/ACIO
who inform applicant
case closed
Issue 10
CSS DMS MS OCCURANCES
issue Authority for reenlistment including any
conditions/requirements
through AFCO/ACIO.
Offer refused but interested in other options
Offer refused with no other interest. Recruiter to consider TA service.
E6 - 11 - E - 1
CSS DMS MS OCCURANCES start the process again
from Fig A taking into account relevant auth comments.
Case Closed
Intentionally Blank
Issue 10
E6 - 11 - E - 2
Annex F to
Part IX REME CI E6
Issue 10
MANAGEMENT OF NON MFD REME SOLDIERS – PROCESS FLOW CHART
Soldier Injured /
Ill visits MO.
Issue
Temporary sick
note.
Will soldier
recover
within 56
days?
Yes
App 9 to be
completed by
the MO.
Has soldier
recovered
within 86
days?
OMMB
Potential
Medical
Downgrading.
No
App 9 to be
completed by
the MO.
Info Chain of
Command.
No
App 9 to be
updated by the
MO.
Medical Review
(OMMB) *1
Yes
Will soldier
recover
within 12
mths?
Medical Review
(OMMB) *2
NFA
No
Yes
Yes
Has soldier
recovered in
12 mths?
Temporary
Downgrading
Cont service
with App 26 for
Ops / OTX
Potential
Permanent
Downgrading
App 18 to be
completed by
CO *3
TMMB /
FMB *4
No
Soldier
assessed as
Permanent?
Yes
Cont on Pg 2.
Issue 10
E6 - 11 - F - 1
ROHT to
assist
No
Annex F to
Part IX REME CI E6
Issue 10
Cont from Pg 1.
Permanent
Downgrading
App 9 to be
updated by the
MO.
Info Chain of
Command.
MLD *5
No
MND
P7
Can soldier
be employed
in Unit?*7
Yes
App 8 to be
completed by
CO
Yes
P8 *6
Can soldier
be employed
in Unit?
Medical
Discharge
under QR’s
Para 9.386 or
9.387
No
Cont service
with App 26
annually and for
Ops / OTX
RECU process
initiated (App
22)
APC to consider
all possible
employment
solutions.
Reassign (APC
action) *8
Can soldier
be employed
in the
Corps?
Medical
Discharge
No
Inform soldier
No
Soldier may redress
decision to the AEB
Issue 10
Yes
Cont service
with App 26
annually and for
Ops / OTX
Inform APC OH
Can soldier
be employed
in other
Arm?
Yes
Inform soldier
APC Career Manager to
investigate
E6 - 11 - F - 2
Transfer (APC
action)
Annex F to
Part IX REME CI E6
Issue 10
Notes:
1.
Can be in absenteeism.
2.
Temporary reviews can be carried out whenever the Medical Officer (MO) believes there is
a need, within the 12 month period, i.e. as soon as it is apparent that the soldier will not recover
within the 12 month period and becomes a potential permanent downgrading.
3.
Appendix 18 is to be produced by the soldiers’ Chain of Command, the Occupational
Health Team, where necessary, and APC to provide an accurate military assessment of the
soldiers capabilities.
4.
Full Medical Boards (FMB) are to be convened when the MO believes there is a possible
outcome of Medical Discharge (P8). Appendix’s 10 and 11 should be completed by the MO and
submitted to the Medical Board.
5.
99% of MLD soldiers will be classified as P3. The Regional Occupational Health Team
(ROHT) may, by exception, authorise a P7 MLD. Advice should be taken from SMO / ROHT
where necessary.
6.
The decision to classify a soldier as P8 can only be taken by a FMB.
7.
90% of MLD soldiers will be employable within their current unit.
8.
Individuals reassigned for medical reasons will be reassessed at the REME Soldier
Employment Board following all subsequent promotion and / or assignment boards relevant to the
individual.
Issue 10
E6 - 11 - F - 3
Annex F to
Part IX REME CI E6
Issue 10
Intentionally Blank
Issue 10
E6 - 11 - F - 4