SKILLS GAP - GENERAL
SERVICE LEAVERS CAN PLUG SKILLS GAPS
THE TRANSFERABLE SKILLS OF LEAVERS FROM THE ARMED FORCES ARE SOUGHT NOW MORE THAN EVER WITHIN THE RENEWABLES JOB MARKET. WITH HEIGHTENED MEDIA COVERAGE AND COMPANIES ON THE VERGE OF REVOLUTIONISING THEIR PROCESSES TO CUT EMISSIONS, THIS IS THE TIME FOR ORGANISATIONS SEEKING TO INCREASE THEIR WORKFORCE TO LOOK AT ACCESSING THE TALENT LEAVING THE FORCES.
CAREER TRANSITION PARTNERSHIP (CTP)
For years, thousands of companies across all industries have been working with the CTP to gain access to service leavers, as they recognise the benefits a military background can bring to their organisation.
The CTP is a partnering agreement between the Ministry of Defence and Right Management, who are global career development and outplacement specialists. They provide resettlement support for those preparing to leave the Armed Forces and enter into the civilian job market, and also offer employers a recruitment service for those wishing to employ service leavers, all free of charge.
20,000 SKILLED INDIVIDUALS Every year, over 20,000 skilled individuals leave the armed forces. The CTP help with all aspects of their resettlement, having an unrivalled pool of service leaver talent to call upon. To date, the CTP have assisted over 170,000 service leavers with their transition to civilian life.
RELIABILITY – ex-military personnel can be trusted to do what is expected of them and consistently accomplish the desired outcome, presenting a positive attitude and commitment to the task in hand
TRANSITION INTO THE RENEWABLE SECTOR
Service leavers with a background in mechanical engineering, electrical and hydraulics will be able to transfer into the renewable sector with relative ease, along with those who have experience in logistics and project management.
TECHNICAL DISCIPLINES AND SKILLS OF SERVICE LEAVERS... • ROYAL NAVY – Marine, Air, Hydrographic, Geophysical, Instruments and Nuclear engineering
• ARMY – Electrical, Mechanical and Instrument engineering
• ROYAL AIR FORCE - Technician Electrical/Mechanical/Propulsion, Airframe or Instruments engineering
It is not only technical skills that are gained throughout a service career, but also additional soft skills such as discipline, teamwork, integrity, loyalty and a selfless commitment to get the job done.
SKILLS ASSET FOR A WORKFORCE... LEADERSHIP – leading teams of people with confidence and the ability to delegate tasks and roles, whilst providing help and support to staff
COMMUNICATION – service leavers have the skills to communicate with colleagues in some of the most challenging environments and are able to make decisions in stressful situations. These skills are necessary in all working platforms
SELF-MOTIVATION – developing individuals and providing them with the drive to succeed, and increasing opportunities for development and progression
PROBLEM-SOLVING – ex-military personnel will have dealt with various problem- solving situations, often under extremely pressurised conditions, and are trained to think outside the box
TEAMWORK – service leavers will have the ability to participate whilst considering ideas from other team members and are able to share information and good practice, knowledge and experience. Working together despite differences, team players figure out ways to work together and solve problems, treating fellow team members with respect throughout the process
20
www.windenergynetwork.co.uk
PRIORITISING AND MULTI-TASKING – time management, multi-tasking and prioritising are of high importance to all companies, and ex-military personnel have the ability to do all of the above in pressurised situations.
HONESTY AND INTEGRITY – honesty and integrity are qualities that service personnel have in abundance.
The above qualities are all paramount to the success of any individual wanting to pursue a career in the wind energy industry and are innate to the professions of ex-military personnel. They strive to be the best in all circumstances and the hard skills they can bring to the table from their trade can only consolidate their absolute suitability to this sector of work after they choose to move on from their service career.
WIND ENERGY SECTOR
The wind power sector has grown in recent years and the IEA (International Energy Agency) forecasts that renewables could ‘become the world’s second- largest source of power generation by 2015’. Governments across the globe are striving to increase their renewable energy consumption as a precaution against rising prices for fossil fuels and to reduce their environmental footprint.
IEC INTERNATIONAL STANDARDS IEC International Standards for the industry need to ensure wind systems and installations meet the latest technical requirements; for installers, utilities and other users, they need a guarantee that the equipment they acquire and install is as safe, reliable and efficient as possible. To achieve these requirements, and to ensure that the wind turbine industry continues to prosper and make an ever- larger contribution to electricity generation, there is a growing requirement for skilled workers to ensure the job gets done efficiently and effectively.
Career Transition Partnership
www.ctp.org.uk
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52 |
Page 53 |
Page 54 |
Page 55 |
Page 56 |
Page 57 |
Page 58 |
Page 59 |
Page 60 |
Page 61 |
Page 62 |
Page 63 |
Page 64 |
Page 65 |
Page 66 |
Page 67 |
Page 68 |
Page 69 |
Page 70 |
Page 71 |
Page 72 |
Page 73 |
Page 74 |
Page 75 |
Page 76 |
Page 77 |
Page 78 |
Page 79 |
Page 80 |
Page 81 |
Page 82 |
Page 83 |
Page 84 |
Page 85 |
Page 86 |
Page 87 |
Page 88 |
Page 89 |
Page 90 |
Page 91 |
Page 92 |
Page 93 |
Page 94 |
Page 95 |
Page 96 |
Page 97 |
Page 98 |
Page 99 |
Page 100 |
Page 101 |
Page 102 |
Page 103 |
Page 104 |
Page 105 |
Page 106 |
Page 107 |
Page 108