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TWO-SIX Manpower to the people


MANPOWER Operations (ManOps) the


personnel of


supports pillar


Operational Capability (OC) by resolving short term gapping issues and addressing the root causes


of personnel gapping. ManOps works directly to the Commodore Naval Personnel (CNPers) and consists of a team of five based at Navy Command Headquarters (NCHQ), Whale Island.


ManOps provides line management to the five Career Management Centres (CMCs) based respectively at Devonport, Portsmouth, Faslane, Culdrose, and Yeovilton. Working hand-in- glove with the CMCs, ManOps attempts to resolve Personnel Operational Deficiencies (e-OPDEFs)


by balancing


frontline demand with a pragmatic attribution of our most valuable resource – you! Many of you will be aware that there are a number of operational pinch points or shortages of Suitably Qualified and Experience Personnel (SQEP). As such, it is not always possible to fill all frontline positions all of the time. Together with the Force Authorities, Navy


Generation


Commitments, and the Career Managers, at ships’


generation cycles to ensure that SQEP are placed where there is a genuine need and not just because there is a gap. To enable ManOps to do its


job, the team needs to keep up to date with the ebb and flow of personnel issues in general and by doing so provides a focal point and liaison function within the wider NCHQ.


ManOps is led by Cdr Richard Bowbrick, SO1 ManOps.


General Service By Lt Cdr Harry Palmer, SO2 ManGS. e-OPDEFs. Currently, the majority of the personnel shortage areas are within the General Service, which in turn experiences the most churn while meeting the Fleet’s operational requirements. These requirements are carefully balanced against those of


the individual and of the


potential donor units. Over the last six months, on


average 54 per cent of e-OPDEFs have been fully or partially sustained as the associated ‘Pain & Grief’ to the potential donors has been too significant to warrant a short-term move. Why trawl from sea units? A commonly asked question is why e-OPDEFs are predominantly filled from other sea positions rather than from shore jobs. As many of you will be aware,


ToPMaST removed the majority of Junior Ratings’ shore jobs, and the majority of Senior Ratings’ cadres are only able to achieve Minimum Time Ashore (MTA). Therefore


to protect


individuals on their MTA, squad trawls are focused on sea positions.


Submarines By Lt Cdr Karl Wall, SO2 ManSM.


ensuring


provide advice and assistance where


required role in order however is


and to to


not


So what is the aim of the ManOps Submarine Desk? In short it is to develop and implement CNPers and Fleet personnel policies,


the most efficient and effective use is made of all the available submarine manpower,


operate our submarines in peace, crisis and war with highly skilled and resilient people. This


carried out in isolation when dealing with the ever-demanding requirement for personnel. Supported


by Faslane and


Devonport CMCs, these two teams are any platform’s first point of contact when dealing with a Personnel Requirement


30 FEBRUARY 2013 :


ManOps looks programmes and


Drafty’s corner


(e-PERREQ) or e-OPDEF. It is here that any initial queries should be forwarded, which in turn will start the process of rectifying your issue. Compared to my General


Service colleague I sit in a very enviable position with a reasonably healthy manning plot on the waterfront and far less e-PERREQ/e-OPDEF activity. However, the submarine plot is


not without its operational pinch points and we always endeavour to find the best all-round solution when a short-notice move is required, mindful of the impact on our people. This


includes identifying


opportunities for training, personal development, improving the pool of SQEP, and keeping personnel in date for the safe operation of the Submarine Fleet.


Aviation


By Lt Cdr Emma Blackburn, SO2 ManAV. PERREQs and OPDEFs by Email. As email is widely available,


Signal Message Addresses have been rationalised and we are now moving away from the use of signals to e-PERREQs and e-OPDEFs. The format remains the same


but the recipients are now all email addressees. See RNTM 248/12 for more details. Training Deficiencies. Line Managers are reminded


that if an individual joins a unit without essential competencies or goes out of date because of training unavailability,


they


should submit an e-OPDEF with ‘TRAINING’ in line two. Such


e-OPDEFs a clear are


training requirement and OC. Are you fit for Operations? RNTM 229/12


details a


useful indicator where training provision is insufficient and provide


line between the


changes to the RN fitness test to incorporate a simulated AFFF drum carry and a body composition check. If you fail the test, in addition to the resulting mandatory fitness training, you become unfit for operations, and those with an imminent deployment to theatre may find themselves off the deployment list but still owing sea service.


This will not only hack off your oppo who has to go early out-of- turn to cover the gap but may result in an unforgiving Career Manager re-deploying you to sea outside your preference area. Working outside Core Trade. Occasionally an opportunity


arises for personnel to work outside their core area; generally theses are in Common Appointments (CAPPS) posts, but recently a small number of Air Engineer Artificers agreed to train in Phalanx maintenance in order to support RFA operations. Whilst not ideal for either


trade, this is a good example of cross-trade assistance and sits alongside recent work to support the MCMV force using submariners and others. Working outside your core


experience is not for everyone but does provide an opportunity to demonstrate adaptability and flexibility as well as experiencing a different part of the RN.


Administration By LMEA ‘Monty’ McKenna, ManOps Admin. As the ManOps Administrator, the day-to-day point in NCHQ for


I act as of


e-PERREQs and Personnel e-OPDEFs.


contact


My main role is to filter these emails and enter them into the electronic FOMO database used throughout the Fleet (surface, sub-surface, air and afloat) to gain visibility of the personnel issues.


One of my tasks is to quality assure all e-OPDEFs.


errors I see are incorrect indexing or duplicate reference numbers, missing JPA position numbers or multiple JPA position numbers on a single e-OPDEF or other missing information. Should any of these occur I will


liaise directly with the Unit EWO to advise how the situation should be rectified in accordance with RNTM 248/12 (widely available or contact ManOps to receive a copy).


also involves briefing the ManOps team on emergent e-OPDEF actions and to provide oversight of patterns I see in email traffic received.


On a day-to-day basis my job Some of the most common


managing LH plots and WTR1s managing AB plots) can be contacted


direct (by phone,


email or in person) by individual Junior Ratings to discuss current or next assignments, and the team very much welcomes visits and close liaison not only with DEPCOs and EWOs, but also from Divisional Officers, HoDs and senior management.


CMC Faslane By WO1 Tony Care.


CMC(F) is responsible for assigning both the General and Submarine Service Junior Ratings in the Faslane area. The department is divided in


two with three staff in the MCM1 Office, seven in the SM Office and one CPO in the Ratings’ Career Adviser (RCA) role who is also responsible for all augmentation. The day-to-day running


CMC(F) is overseen by WO1 Tony Care.


General Service


I also advise on how policy ideas/proposals appear from a junior rating’s point of view, giving an alternative perspective where appropriate! My most important role,


however, is as ‘T-boato’ and ‘CINC Wets’.


CMC Portsmouth By Lt Cdr Sam Hearn. CMC(P) conducts the career management for 4,500 Engineer, Warfare and Logistics Junior Ratings for Portsmouth-based units


Destroyers, six of the Type 23 Frigates, the last remaining Type 42 Destroyer HMS Edinburgh, seven of the MCMVs, the Fishery Protection Vessels, HMS Illustrious, and seven of the University Royal Naval Unit (URNU) P2000 vessels. The team also manages a number of positions throughout the Portsmouth area establishments, as well as Op Tour posts.


CMC(P) is responsible for the tactical management of personnel in response


e-PERREQs and e-OPDEFs raised by Portsmouth-based units at all ranks and rates. CMC(P) works closely with the Flotillas, ships’ staff, ratings’ Career Managers in West Battery and ManOps to ensure that units are generated in a timely manner to meet the operational requirements of the RN.


CMC Devonport By Lt Cdr Peter Johnson. CMC(D) is responsible for the routine career management of 3,500 Junior Ratings (Engineer, Logistics and Warfare) JPA positions primarily in Devonport based ships and submarines, the (currently heavily gapped) Devonport Geographic Squadron Pool and some in local


establishments but also new RN Logs Junior Ratings’


in West Country based RM units, General Service positions at RNAS Culdrose, and a share of Op Tours, London and LFS positions.


rate or branch, in all Devonport- based ships and submarines (and undertakes the associated trawls and nominates temporary reliefs), plus the generation of personnel in support of endorsed augmentation – again for


branches – from the West Country.


Managers (LWTRs all


requirements ranks/rates and


Full details of the team can be found on the ‘Related Teams’ link accessed from the MOD Intranet’s Devonport Homepage. Career


irrespective of rank/ positions shore to personnel including the Type 45


The office staff consists of two Career Manager Supervisors and one Career Manager responsible for assigning Junior Ratings not only to the MCM1 Faslane Squad and MCM1 platforms but also to more diverse areas such as P Squadron, Faslane PBS, the Falkland Islands, and 1PBS. The


Career identifying Career a Manager


Supervisors are responsible for resolving Personnel e-OPDEFs and assisting the Career Manager when


suitably


qualified relief to backfill a gapped position. The


Manager


Supervisors will also act as Divisional Officers for the ratings assigned to the MCM1 Squad and, once in the squad, the Career manager will make best use of the individual’s time and ensure all required Temporary Employment Modules are conducted in preparation for what will be in many cases a first assignment to a Single Role Mine Hunter. Although not responsible for assigning Senior Ratings, there are occasions when we are called upon to tactically move a Senior Rating to assist with an outstanding e-OPDEF as part of our endeavours to maintain the highest level of OC that a platform requires for task. Submarine Service


The office staff consists of two Career Manager Supervisors and five Career Managers. One Supervisor covers the


Warfare Submarine and Logistics plot, the other Supervisor covers the MESM and WESM (TWS and SWS) plots. Both Supervisors are also responsible for shore and Loan Foreign Service billets ranging from HMS Neptune down to the Falklands and across to the USA as well as Europe. The Supervisors role


also an active deployment of in the take tactical Officers and


Senior Ratings in response to e-PERREQs and e-OPDEFs. Another vital role for CMC(F) is the progression and assignment action taken for new recruits who have completed SMQ (Dry) and require sea time to qualify as Submariners. Ratings’ Career Adviser One CPO fulfils the RCA role,


offering independent advice and providing a conduit between the Rating and his/her Career Manager.


Additionally the CMC is responsible for leading on all tactical management deficiencies reported by e-PERREQ and e-OPDEF,


In addition, the RCA monitors and supports ratings serving with dependant children within the CMC(F) area of influence. If


called for, he will also act as the co-ordinator for all Augmentation as determined by DE&S and Fleet.


that


He also identifies and ensures all


required training is


conducted in preparation for Op Tours.


CMC Culdrose By WO1 Chris Boucher. In comparison to our General Service counterparts,


the


current manning levels of the FAA Air Engineering and Safety Equipment ratings at RNAS Culdrose is relatively healthy as


we support the force generation of the Merlin Mk1, Sea King SAR and Sea King ASaC Forces. We must, however, not become


complacent when the FAA is going through an extensive period of change.


Merlin Mk1 personnel are of


beginning to retrain to Merlin Mk2, the Sea King force is due to retire in 2015, and concurrently Merlin Mk3 and the Joint Strike Fighter (JSF) Forces are ramping up in manning numbers. This will undoubtedly mean the relocation of personnel to meet these new commitments (Merlin Mk3 to RAF Benson and JSF to the USA), and the retraining of all FAA engineers, irrespective of rank, within the next four years. What does this mean for the individuals concerned?


From the CMC(C)’s


perspective – JPA, JPA, JPA! It is imperative that with such a turbulent period ahead personnel need to ensure that JPA is correct and their individual aspirations and needs are clearly documented to ensure that Career Managers are aware of which Force they wish to belong to when the retraining point is reached.


Individuals are also encouraged to discuss their intentions in person with their Career Manager to highlight their preferences which are not always apparent from the JPA data.


The future of the FAA is


changing and we continue to strive for the needs of the Service through the aspirations of the individual.


CMC Yeovilton By WO1 Chaz Harvey. The CMC endeavours to meet an individual’s needs, and in the assignment process our first stop is JPA.


In order to avoid disappointment, it is imperative you ensure that your preferences reflect your aspirations. If you are unsure how to


populate JPA, come and see the CMC staff who will guide and advise you through the intricacies of populating and updating both your career and personal preferences.


Manager


Please note, for


the Career Junior Rating


Aircraft Handlers and Aircraft Controllers is due to relocate to West Battery, Whale Island in March 2013. With RNAS Yeovilton about to enter a significant period of transition with the introduction of the Wildcat to replace the Lynx, and also the drawdown of the Sea King in preparation for transition to Merlin, patience will be the order of the day as we resolve career management issues.


The Lynx Wildcat Maritime


Force is now established in South Dispersal, and awaits delivery of the first Naval Wildcat in the first half of this year.


The future allocation of personnel within


the Wildcat


Force is still yet to be finalised, but it is known that the Wildcat Training Academy will commence training from January 2014. Commando Helicopter


Force Air Engineers are in an established period of training, migration and phased handover of Merlin at RAF Benson. CHF will go through a period of restructuring this year, and an expectation of the beginnings of CHF Merlin during the first quarter 2015. CMC(Y) has an RCA who is


available for career advice. He also maintains the Op Tour


plot and will guide you through the Serving with Dependant Children process, applicable if you and your partner are both serving and have children under the age of eight. If you fall into this category, then it is imperative you have a formal agreement in place to minimise the risk of both individuals


having Sea Service liability. concurrent


Lantern leaves, EFP


enters


A NEW scheme Education for Promotion (EFP) has been launched to enhance the delivery of focused education in the Royal Navy.


Since 2007, Naval Service


personnel have worked under the ‘Literacy and Numeracy Testing and Education in the Royal Navy’ (LANTERN) scheme to achieve the prescribed education standards for promotion. During this time the


Government has introduced various regimes to promote and assess the level of numeracy and literacy within the United Kingdom.


From September 2012 the


Armed Forces adopted the latest of these initiatives ‘Functional Skills’.


This has seen a change in emphasis with a move towards the delivery of more contextualised English and mathematics skills. With the move from Basic to Functional Skills the collective term LANTERN has been replaced by a more generic one of ‘Education For Promotion’ (EFP) with immediate effect. So what does this change mean for those who are trying to become educationally qualified for the next rate? In short, there is no impact as it is purely a title change designed to describe the system using generic language which is ‘future proof’ against further Government policy changes. ‘Education For Promotion’ is not a qualification in itself but is the collective term used to set out the educational standards that ratings are required to achieve within specified timescales or prior to substantive promotion. For those Ratings/Marines


Joining on or after April 1 2006: 1. All personnel must attain


a Level 1 Functional Skills qualification in English and mathematics in order to be educationally qualified for promotion to LH/Cpl. 2. All personnel without Level 2 qualifications are to achieve Level 2 Functional Skills in English and mathematics prior to promotion to substantive PO/Sgt. The main changes brought about by the introduction of Functional Skills are in how the competencies are assessed and tested.


The English assessment will


comprise of three separate sub- assessments of reading, writing and a speaking and listening practical assessment. Learners will be required to achieve a pass standard in all three areas before the full qualification is given. Mathematics will remain a single assessment with questions in the three main areas of number, handling data and measure, shape and space. Personnel and Line Managers need to be aware with the adoption of Functional Skills across the Naval Service that the time required to achieve the qualification will be extended. There are no ‘quick fixes’ under this scheme and therefore personnel should engage with their local Education Centre to begin the process at the earliest opportunity. Personnel with existing Level 1 and Level 2 qualifications in Basic Skills will remain eligible for promotion. BR 3, Chapter 96 outlines acceptable proxy qualifications for RN use (confirmation should be sought from FLEET-FOST-TA EL3 E1A, 93832 5684). If in doubt, personnel should seek advice from their Education Centre if they are unsure of their educational readiness for promotion. The policy relating to Function Skills is fully detailed in JSP 898, Part 4, Chapter 1 and BR 3, Chapter 96, Section 3.


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