Pathfinder: The Original Resettlement Magazine (August 2016)

PensionsClaim, don’t forget your preserved or deferred Armed Forces Pension

THE ORIGINAL RESETTLEMENT MAGAZINEPATHFINDER AUGUST 2016

#25YEARS

WWW.PATHFINDERINTERNATIONAL.CO.UK

Proud signatories to the Armed Forces Corporate Covenant. #forourforces

PAGE 8

Project ManagementYour military skills can benefit you in many project management roles

PAGE 6

Resettlement AwardsThe 2016 Nationwide Resettlement Awards are open for business!

100sOF RESETTLEMENT

OPPORTUNITIES

INSIDE

IN PARTNERSHIP WITH

Fly into your future in the aerospace and aviation industries

CAREER TAKE-OFF

PAGE 28

YOUCANFIXTHIS

IFYOUCANFIXTHIS

If you’re a retiring Army

or RAF engineer, but

feel you’ve more to give,

visit royalnavy.mod.uk/

serviceleavers

PATHFINDERAUGUST 2016 3

PATHFINDER 3

ContentsTHE ORIGINAL RESETTLEMENT MAGAZINE

www.pathfinderinternational.co.ukPathfinder-Magazine @pathfindermag

4 News - The very latest Military, Resettlement and Veterans news6 Nationwide Resettlement Awards8 Project Management Careers10 Pension Advice12 Employment Contracts14 Getting Heroes Back On Track17 Ask The Expert28 The Aerospace Industry32 Franchising News36 Housing and Finance40 Are You At A Career Crossroads50 Recruitment

THIS MONTH

28

836

YOUCANFIXTHIS

IFYOUCANFIXTHIS

If you’re a retiring Army

or RAF engineer, but

feel you’ve more to give,

visit royalnavy.mod.uk/

serviceleavers

6 40

IN PARTNERSHIP WITH

10

Published under licence byBaltic Publications LtdGear HouseSaltmeadows RoadGatesheadNE8 3AHTel: 0191 442 0198 Fax: 0191 442 4002Email: [email protected]

EditorMichael BrashDesign/LayoutShandMedia AdministrationPhil MullenPublisherAndy Mullen

Sales ManagerPaul FosterSales ExecutivesRoss IrvineEwan WaterhouseAmy SixsmithNicola Cooke

While the publishers have taken all reasonable care to ensure that all material is accurate at the time of going to press, they can accept no responsibility for errors or omissions. No liability is accepted for omission or failure from any cause. Opinions expressed are those of the individual contributors and not necessarily those of Pathfinder(UK). Professional advice should be sought before making any commitment to business transactions detailed within Pathfinder. All advertisements are accepted only on the grounds that they comply with the terms of the Trade Descriptions Act 1968 and all other relevant legislation. Inclusion of an advertisement cannot be construed as an endorsement of the advertiser or the product by the publishers, their employees or agents. The publishers cannot accept responsibility for any transaction between readers and advertisers. No material in this publication may be reproduced in any form without prior written permission from the publishers.

Advertising In PathfinderFor advertising in Pathfinder please call Paul Foster on 0191 442 4008 or [email protected]

PATHFINDER THE ORIGINAL RESETTLEMENT MAGAZINE4

Want to get Pathfinder direct to your door, free of charge,

for as long as you like?www.pathfindermagazine.uk

Beyond The UniformForward Assist are an Award winning charity based in the North East, helping veterans transition into civilian life. They do this by engaging veterans in a wide variety of programmes and interventions including sport, diversionary activities, employment support and community based projects.

Forward Assist are now paving the way to create gender specific support for female veterans who are a hidden and marginalised population. This is the first programme of its kind in the UK, which will hopefully create a blueprint for other charities and organisations to copy as well as impacting upon Government policy. Forward Assist have partnered with Newcastle University to carry out research. Dr Helen Limon from the University of Newcastle describes the project and Forward Assist:

“Newcastle is a civic University that focuses on not just what we are good at but what we are good for and so it is a real privilege for us to be collaborating with Forward Assist on this very important work. We have great respect for the organisation and the female veterans who are participating in the project and we anticipate some really significant changes from the pioneering work being done”.

Forward Assist recently won the Centre for Social Justice Award, and with that award received a small amount of funding from Marsh Global, an International Insurance Company. They have used this funding to recruit the female veterans and carry out research which has included specific consultation sessions to discuss the women’s

transition into civilian life, their time in the Forces and what further support they need.

Sarah Lattaway, the Project Lead says: “When looking to do the research project we knew that the female veterans were a hidden population but in fact we found it was much worse, they are virtually invisible. We have brought together a group of female veterans who are very committed to helping the project and use their experiences to determine what gender specific support is needed. It is wonderful to see how invested they are in the programme and open to share their own fascinating stories.”

The project has been running a very short period and has already provided essential data and

given opportunities for the female veterans who regularly attend the activities and

consultations session. One attendee says of the group;

“It’s an outstanding way of bringing female veterans together and finding out what they need and hopefully change the public perception of

female veterans.”Another attendee said:

“This is brilliant because there is nothing like this for us. The only groups

previously available were associations which is very much focused around men reliving their military past whereas I want to talk about our futures and this group gives us that opportunity.”It is clear that Forward Assist are making a huge different to their female veterans. Long may it continue and develop into a UK wide programme. If you think you can support the project in anyway get in touch with Project Lead Sarah Lattaway on 07876787238, visit www.forwardassist.com or email [email protected]

NEWS

The OA Provides An Opportunity To Boost Your LinkedIn ProfileThe Officers’ Association is holding its next LinkedIn workshop in Salford on 29th September 2016. Following on from a series of similar successful events this year, the OA has invited social media consultant Lincoln Coutts to take the mystery out of LinkedIn and disclose the secrets to creating a profile that represents users to employers in the best possible light.Renowned expert Lincoln has over 14 years experience in HR consulting and over ten years in social media consulting. Lincoln has trained over 7000 people on building their digital footprint, both personally and within the business environment. His background, on advising companies on social media, ranges from SMEs to FTSE 50. He is a visiting lecturer at a number of Business Schools, including London Business School and Said Business School.Liz Stevens, Head of Employment Services at the OA says of the event “With an ever increasing number of LinkedIn users from job seekers to employers alike, the OA has recognised that for many, their LinkedIn profile isn’t getting the attention it should be. This event hopes to address this issue and Lincoln is very well placed to do offer advice and guidance on how to achieve this. ”Liz continues “attended by Officers who may be currently serving, transitioning or have already moved into civilian employment, getting the most out of their LinkedIn profile is crucial in getting the most out of their career opportunities.”The OA event will run with morning and afternoon sessions and on the same day nearby, the CTP is holding an Employment Fair providing the opportunity to meet local and national employers with both current and future job vacancies.For further information or to register at the OA LinkedIn event, please visit www.officersassociation.org.uk

It’s an outstanding way of bringing female veterans together and

finding out what they need and hopefully change the

public perception of female veterans.”


Peter Mountford, one of the founders and chairman of Heropreneurs, explains how successful entrepreneurs are mentoring the next generation of businessmen and woman with a military background.

Every year, thousands of men and women leave the Armed Forces to begin their new life as civilians but unfortunately, many join the ranks of nearly 2.5 million other unemployed people in the search for a job.

Most of these men and women are highly qualified and skilled, but for most, the transition from life in the military to life on Civvy Street will be difficult. But instead of seeing this as a problem, Heropreneurs looks at it as a challenge and wants to see what the business community can do to help create more business owners.

That’s why it created a community of successful entrepreneurs, whom act as mentors to budding business in the UK and offer advice to anyone trying to get a foot on the ladder.

“Heropreneurs was created five years ago in order to help Military Veterans, who have become or who wish to become entrepreneurs, create successful businesses. It’s the only UK Charity that specialises in this, so it’s unique,” explains Peter Mountford.

“But what’s really special about the service we offer is that it relies entirely on successful entrepreneurs to act as mentors for the businesses that it helps - that’s key,” he adds. “So if someone approaches us, they get real advice from someone who has been there and done it.”

So far, Heropreneurs has helped well over 100 businesses and that number is growing all the time. There are currently over 20 businesses in the Mentoring Programme, all of which regularly check in for a chat and are all at very different stages of development.

In order to join the mentoring programme, which is free (although a donation can be made), budding entrepreneurs simply head to the website and fill in the application form for Mentees. There, they’ll get a very fast response and be offered the opportunity to meet the Chairman, Peter Mountford, within seven days of applying.

“We use Skype or FaceTime to do this and it’s very effective, especially for those without the budgets to travel or even health issues that can restrict this,” he explains.

Peter will then decide who the best Mentor for the business is. “Most of the businesses that approach us don’t need specific industry advice on the business that they’ve created,” he explains. “But if parallels can be drawn they generally need advice on marketing and branding, online marketing, negotiating, raising finance and general help on the financial side,” he adds.

“People often ask Heropreneurs how successful we’ve been, as in how many businesses have succeeded with our guidance,” says Peter. “It’s actually the wrong question to ask for a number of reasons: firstly there’s probably a 50/50 chance of a new business succeeding in the first place.

“Secondly, from time to time we have to diplomatically explain to someone that they are not suited to the commercial world and they would be better off getting a job than trying to start up a new business.

“Not everyone can succeed as an entrepreneur - similarly not everyone can succeed as an employee - but Heropreneurs was created to help anyone that has

served this country, or their families,” he adds.The key faces behind Heropreneurs are Stuart Nicol and Peter Mountford.

Stuart was an Officer with the Argyll & Sutherland Highlanders before becoming a Private Equity investor. He has spent many years investing in and helping a plethora of business types with their strategy and growth plans. Similarly, Peter has been a financial

entrepreneur for almost 30 years and has been a shareholder in and sat on the Board

of 25 different companies, some of which have become very successful. Stuart and Peter are Trustees

of the charity and give their time entirely for free.“Occasionally, Heropreneurs will actually invest in the

businesses it helps,” says Peter. “So far, we have done this twice. We can invest for simply a social return, or for a financial return, or a mixture of the two.

“Heropreneurs uses funds that have been donated in order to make these investments. Any profits that Heropreneurs makes on these investments will be used to run the charity and re-invest in further businesses,” he adds.Those interested in finding out more should head to www.heropreneurs.co.uk or attend one of our monthly networking meetings, details of which can be found on the site.

Any profits that Heropreneurs makes on these investments will be

used to run the charity and re-invest in further

businesses.”

Creating The Pride Of Business From The UK Armed Forces

It’s Pathfinder... but digital

Read the latest issue online at

www.pathfinder international.co.uk

THE ORIGINAL RESETTLEMENT MAGAZINEPATHFINDER

JULY 2013#22YEARS


APPS

Resettlement

How to cope

with the stress of

redeployment

PAGE 14NEBOSHA health & safety

qualification can take

you a long way

PATHFINDER

JULY 201317

successful.

“My experience at

the Bar certainly has

helped me give employers an

insight into the real-life legal

rami� cations of not ensuring

the health, safety and welfare

of their employees,” said

Andrew. “My NEBOSH studies

helped me realise that law is

accessible. It’s not something

that’s just for people with

enormous brains the size of a

planet. You can get your head

round it and if you work hard

you can achieve whatever it is

you want to achieve.

“NEBOSH also opened doors

as a safety practitioner, because

there’s no way I would have

been employed by News

Corporation without my

Diploma. � ere does come

a point where you leave

quali� cations behind and you

start to rely on prior experience

and the name you’ve made for

yourself in the industry. � at

point has certainly come for

me, but I wouldn’t be where

I am now, and I really do

mean this, if I hadn’t done my

NEBOSH quali� cations.”

Andrew Ashford’s story is by

no means unique. While many

people who achieve a NEBOSH

quali� cation go on to enjoy life-

long roles as health and safety

practitioners,

others also � nd it helps

them develop a much broader

career. Darren Brunton was

once a military diver with

Royal Engineers. Gaining his

NEBOSH General Certi� cate

and subsequently, his Diploma

helped him achieve his goal of

improving safety in the � eld of

commercial diving, particularly

within the oil and gas sector. He

now runs a highly successful

training company in

the Far East.

Health and safety is

a skill that is highly

valued in many

high-risk industries

such as construction,

chemicals and utilities.

Even outside of these

industries, health

and safety protects

organisations from

litigation, productivity

losses and damaged

reputations. � is

makes it is a skill that

many employers wish

to see throughout the

workforce.

Altogether, NEBOSH

framework of the UK and

suit people working overseas

and within multinational

organisations.

� e starting point for all of

these is the NEBOSH website

- www.nebosh.org.uk - where

you will nd further details

of all our quali cations.

Importantly, you can also nd

information on ‘Where to

study’ with links to more than

500 organisations worldwide

that deliver NEBOSH courses

leading to our quali cations.

� ese NEBOSH Accredited

Course providers can explain

the costs and practicalities of

studying.

When facing resettlement, a

vocational quali cation can

be a vital rst step on the

ladder to a new and exciting

career. But with more than

12,000 such quali cations

available in the UK alone,

choosing a course is not always

straightforward.

Choose NEBOSH and you will

certainly nd that doors open

for you in the world of health

and safety. And like Andrew

Ashford and others, you may

nd that because health and

safety is valued across most

industries, many other options

also become available to you

too. ■

now o� ers 14

di� erent quali cations.

� ere are specialist Certi cate

level quali cations for Fire

Safety and Risk Management,

Construction, Environmental

Management, Health and

Well-being at Work and

Oil and Gas Operational

Safety. Given the increasing

importance of environmental

issues in the eld of health and

safety, a NEBOSH Diploma in

Environmental Management

can also be studied

for. Due to the global

reputation our

quali cations

have achieved, we

provide international

versions of our

General Certi cate,

Construction

Certi cate, Fire and

Risk Management

Certi cate and

our Diploma in

Occupational Safety

and Health. � ese

are designed around

worldwide standards,

not just the legal

Further

Information

� e National

Examination

Board in

Occupational

Safety and

Health

:

ww

w.n

ebo

sh.

org

.uk

There’s no

way I would

have been

employed

by News

Corporation

without my

Diploma

i

PAGE 16CareersSpotlight on the

logistics and

transport sector

PAGE 32

100s

OF RES

ETTLE

MENT

OPPORTUNITI

ES

INSIDE

WE PROFILE THE BEST

JOBSEARCH APPS AND REVEAL

HOW TO MAXIMISE THEM

PAGES 12&13

THE ORIGINAL RESETTLEMENT MAGAZINE

PATHFINDER AUGUST 2013#22YEARS


100sOF RESETTLEMENT

OPPORTUNITIES

INSIDE

The IT industryHUNGRY FOR MILITARY SKILLSPAGES 16&17

ResettlementA job in the defence sector can provide service leavers with a soft landing in civvy street

PAGE 14

CareersBlast off with a new start in the UK’s fast growing aerospace industry

PAGE 21

AdviceUse the technology at your fingertips to get your message to the job market

PAGE 12

CareersQuestions YOU should ask employers when invited to an interview

PAGE 12F ROM PAGE 32

THE ORIGINAL RESETTLEMENT MAGAZINE

PATHFINDER MARCH 2015 #24YEARS

WWW.PATHFINDERINTERNATIONAL.CO.UK Proud signatories to the Armed Forces

Corporate Covenant. #forourforces

Back On TrackVeteran Adds Another String To His Bow Thanks To Help for Heroes

PAGE 18

PensionsThe New Armed Forces Pension Scheme - AFPS 15 - explained

PAGE 10

PATHFINDERWWW.PATHFINDERINTERNATIONAL.CO.UK

100sOF RESETTLEMENT

OPPORTUNITIES

INSIDE

WE HIGHLIGHT JUST SOME OF THE FURTHER AND HIGHER

EDUCATION COURSES OPEN TO SERVICE LEAVERS

Education: Free From Tuition Fees

THE SEA

MLESS TR

ANSFER

SCHEME -

FROM REGULAR TO

MARITIME R

ESERVE

SEE PAGE

51

PFMar2015.indd 1

11/03/2015 14:16

Pensions

Transferring Your Preserved

Or Deferred AFPS Pension

PAGE 10

THE ORIGINAL RESETTLEMENT MAGAZINEPATHFINDER

APRIL 2015 #24YEARS


Proud signatories to the Armed Forces

Corporate Covenant. #forourforces

CareersFulfill Your

Potential And

Becomine

The New

Steve Jobs

PAGE 16

OA Insight

Industry experts

provide insight

on the questions

you need

answered

PAGE 8

PAGE 10

100s

OF RES

ETTLE

MENT

OPPORTUNITI

ES

INSIDE

LEAVING THE MILITARY, OR LATER MOVING JOBS IN

THE CIVILIAN WORLD, CAN BE BOTH EXCITING AND

STRESSFUL. WE SHARE WITH YOU SOME THOUGHTS

AND IDEAS TO HELP YOU THROUGH THE TRANSITION.

PAGES 12&13

Moving On


PATHFINDER6

Pathfinder International is thrilled to announce the launch of the Nationwide Resettlement Awards 2016...

This year’s Resettlement Awards will be held on Wednesday November 2nd at the same venue as last year’s awards, Hotel Football in Manchester.We plan to make this year’s awards bigger and better than last year with more awards and more tickets available for those who wish to attend.

Last year was the inaugural awards. Nationwide showed commitment to the Armed Forces by sponsoring the awards and we are very pleased to announce that the building society has once again been only too pleased to be headline sponsor for 2016.

Bryce Glover, Divisional Director, commented: “Nationwide is proud to sponsor these awards for the second year running as we believe celebrating the achievements of service personnel who have left the Armed Forces and overcome the challenges that transitioning into civilian life can often pose is the right thing to do. We also want to support the work being carried out by organisations who demonstrate real commitment to levelling the playing field for our former service men and women.

Announcing the Nationwide Resettlement Awards 2016: www.ResettlementAwards.co.uk

MORE AWARDSOne major addition to the Resettlement Awards 2016 is the involvement of the Officers’ Association who will be presenting a new award, namely the OA Award for Excellence in Work

Experience Programmes. This award will be awarded to the organisation demonstrating excellence in delivering work placement,

work experience or civilian work attachment programmes to Service Leavers or Veterans.Another new award has been introduced to recognise the work of organisations which support military families during transition. This

award will be supported by The Army Families Federation.

FURTHER ANNOUNCEMENTSWe will be making further announcements between now and The Nationwide Resettlement Awards 2016 on 2nd November 2016. There are a number of ways to keep up to date with developments surrounding The Nationwide Resettlement Awards 2016:

■ Sign up to receive the digital version of Pathfinder magazine or our e-newsletters for Service Leavers and Veterans via the website at www.pathfindermagazine.uk

■ Like Pathfinder International’s Facebook page at www.facebook.com/PathfinderInternationalMagazine/ ■ Join the Pathfinder International LinkedIn group at www.linkedin.com/groups/3577266 ■ Follow Pathfinder International magazine on Twitter @PathfinderMag

For more information on any aspect of The Nationwide Resettlement Awards visit www.resettlementawards.co.uk or call 0191 442 0198.

SUBMIT AN APPLICATION FOR AN AWARDOf course, there can be no Resettlement Awards without winners and to select winners we need contenders!

Nominations for a resettlement award can be submitted via the Nationwide Resettlement Awards 2016 website at www.resettlementawards.co.uk. It is acceptable for potential award winners to nominate themselves or others who they believe to be worthy.

The full list of awards can be read at www.resettlementawards.co.uk and the award criteria are also available on the website. Award submissions will be passed to our judging panel who will be responsible for picking the winners. Pathfinder International magazine will only have one representative on the judging panel (our Editor, Michael Brash). Other than that, Pathfinder International magazine will have no influence over who is chosen as a resettlement award winner.

All entrants who are shortlisted for a resettlement award will be invited as guests of Nationwide and Pathfinder to the awards dinner.

The closing date for submitting nominations for The Nationwide Resettlement Awards 2016 is 9th September 2016.

For information on sponsoring a Resettlement Award 2016 call 0191 442 0198Award Nomination Closing Date: 9th September 2016

7

PATHFINDER 7

SPONSORSWith Nationwide once again supporting the Resettlement Awards as headline sponsor, we are very pleased to welcome back P&O Ferries. New sponsors of awards categories for 2016 include The Officers’ Association and The University of Derby.

Following this month’s launch of The Resettlement Awards 2016, we will be contacting companies to invite them to sponsor an award which provides the perfect opportunity for organisations to demonstrate support for Service Leavers and Veterans.

The benefits of sponsoring a Resettlement Award include presenting an award at the awards ‘black-tie’ dinner as well as a table for 10 to enjoy a four course dinner which is served during the awards ceremony.

In addition to attending the Nationwide Resettlement Awards 2016, award category sponsorship also offers considerable PR opportunities in Pathfinder International magazine, our extensive social media platforms, the Resettlement Awards website (www.resettlementawards.co.uk) and the mainstream media.Organisations interested in sponsoring a resettlement awards category should contact Paul Foster via [email protected] or by calling 0191 442 0198.

Attendance at the Nationwide Resettlement Awards 2016 is open to both individuals and organisations. Individual tickets are available at £84 per head. Packages are available for bulk purchases by individuals of 2 tickets (£156) 6 tickets (£450) or 10 tickets (£840).

Corporate packages are available to organisation wishing to purchase a table for 10 at a rate of £900 (ex vat). While more expensive per head than the price of individual tickets the corporate package provides excellent value for money as it includes:

■ 4 bottles of wine per table ■ Half page advertisement in the Event Programme for the evening ■ Quarter page advertisement in the Awards editorial review to appear in the November issue of Pathfinder International magazine.

ATTEND THE RESETTLEMENT AWARDS 2016

JUDGESWe have assembled a panel of judges who we believe are highly qualified to make informed assessments of the awards nominees.

Colonel Andy Deans MBEAndy commissioned in the Army in 1990 and his career has been focused on training, education and leadership development. He has had jobs in delivery, design and policy throughout the Army and Defence. He has deployed on operations in Northern Ireland, Bosnia and Afghanistan. During his career he has completed two Masters in Educational Technology and Defence Studies. He started his current job as Assistant Head of Through Life Development in the Ministry of Defence in September 15 and a major responsibility is ensuring the revised Career Transition Partnership (CTP) delivers a quality service to Defence personnel. This service provides bespoke transition planning and support to each of the 17,000 personnel that progress from military to civilian life each year.

Rob Cromey-Hawke, Project Manager and Leadership Development Consultant, Deloitte UKA wounded ex-serviceman, having served 12 years as both a soldier and a commissioned officer in the British Army, Rob was medically retired as a result of sustaining a Traumatic Brain Injury (TBI), back and spinal cord injuries, and hearing loss in a blast in Afghanistan in December 2012. His success during his transition from the Armed Forces has also been recognised by winning the Nationwide Resettlement Awards 2015 for “Excellence Demonstrated in the Face of Adversity During the Resettlement Process” and “Service Leaver of the Year”.

Debbie Whittingham, Director of Operations for CobseoDebbie served 31 years in the Royal Navy in a variety of appointments achieving the rank of Commander before retiring at the beginning of 2012, to undertake the position of Director of Operations at Cobseo. Her main responsibilities are to execute the decisions of the Cobseo Executive, whilst managing the day-to-day running of Cobseo to meet the Confederation’s purposes as the overarching organisation for the Service Charities.

John Stokoe CB CBE, Head of Strategy Development, Dassault Systemes (EuroNorth)John is a former Major General in the British Army. Since leaving the Army in 1999, he has gained considerable commercial experience in the construction, infrastructure services and IT sectors, operating at both business unit and Board level.

Stephen Ford, Citizenship Manager (Military), Nationwide Building SocietyAfter completing 23 years in the British Army (47 Air Despatch Sqn RLC) Steve successfully applied for the post of Citizenship Manager, specialising in the Military, with Nationwide Building Society.

Ray Lock CBE, Chief Executive of the Forces In Mind TrustRay is a retired Royal Air Force pilot and commander, whose extensive operational career included flying Tornado, Hawk and Hercules aircraft. He commanded Royal Air Force Lyneham and the Joint Services Command and Staff College, as well as operational detachments in Kuwait, Iraq and Qatar. He joined the Forces in Mind Trust as Chief Executive in December 2012 on his retirement from the Royal Air Force as an air vice-marshal.

Liz Stevens, Head of Employment Services and Marketing, The Officers' AssociationLiz leads the Employment Department at the Officers' Association (OA) and is responsible for developing and implementing the organisation’s employment strategy out to 2023. She joined the OA in November 2013 having had a career in the Royal Navy as a Logistics Officer which included time at sea in HMS Brilliant and HMS Endurance.

Sara Baade, Chief Executive, Army Families FederationSara has for the last five years worked as a senior civil servant for the Department of Business Innovation and Skills (BIS) working across a range of policy areas with a focus on apprenticeship growth. Sara has 5 year old twins and lives in London. Her late husband was Matthew Wall who served with the 9/12th Royal Lancers.

Michael Brash, Editor, PathfinderMichael has been involved in Resettlement and Veterans issues in various capacities for over 20 years and is dedicated to championing the excellence of Service Leavers and Veterans to employers and the wider public.

YOU!We are looking for someone with a military background to join the judging panel for the 2016 Resettlement Awards. If you are interested or know someone who would make a good judge, drop us a line via [email protected]


ADVICE

Your military skills can benefit you in project management roles across many different industry sectors...

PROJECT MANAGEMENT

“I knew I could apply logical thinking under

pressure. I have the ability to understand problems,

develop practical solutions, then plan and implement

them to achieve the goal the team is working towards.”

contemporary workplace. Its meaning can vary among organisations but for John, effective leadership is ‘less about technical ability and skills, and more about understanding what motivates and drives people’.

John says: “Many believe leadership is synonymous with the ‘super manager’, who’s highly efficient - actually, it’s less about ticking off a ‘to do’ list, and more about continuing to inspire, motivate and reward people.”

John met his first challenging deadline in time for a successful launch – making an 8% saving on budget, improving build quality standards and implementing rigorous Health and Safety management throughout. He subsequently progressed to Programme Manager to oversee all capital projects, with an independent project manager taking the lead.

Nationwide Building Society, although a very different organisation to Forest Holidays, has also made significant savings through employing ex-military in project manager roles. By directly recruiting talented and skilled ex-military personnel through its Military Transition Programme the senior leadership team has seen a reduction in the costs associated with hiring contractors. Again, although many of these former officers have little or no experience in Financial Services or project management, their leadership skills have proved extremely beneficial.Nigel Hope who is Practice Manager at Nationwide said: “Project Management is 30% science and 70% art. The 70% is where most of the military skills come into play. The 30% is the mechanics of project management including risk assessment and Microsoft Project Management, which can be taught.”

There are of course costs involved with the programme and those who haven’t carried out a Microsoft project management course need to attend training. There are also challenges for ex-military recruits adapting to a corporate environment. But overall, their skills and capabilities are well worth this initial investment.

Nationwide currently employs over 60 former officers in Project Management roles through the programme. As well as projects of a finance and banking nature, there is also scope to be involved in IT infrastructure, Business change, HR process management and Property management.Rebecca Hudson was a Captain in the Army

Have you ever considered overseeing the construction of a golden oak cabin, deep in the forests of Keldy or

Sherwood? Or installing under floor heating provided by air source heat pumps, in an eco-friendly holiday home?

A lack of experience in construction or the tourism trade might put you off applying for such roles. But as a number of former officers can attest, it’s possible to build a successful and fulfilling career as a project manager in a wide variety of industries, even if you lack direct experience of the sector.

John Allen served in the Royal Regiment of Artillery and now works for Forest Holidays, who provide luxurious breaks in stunning locations across the UK. Hidden away in idyllic woodlands, each destination provides a peaceful setting, perfect for the holiday maker who wants to get away from it all. Whether soaking in a hot tub or communing with nature, the serene surroundings reveal little of the hard work and activity that brought them into existence.

John’s first role was to build 26 luxury lodges in a virgin forest within a five month timeline, often under challenging circumstances and pressure.

He said: “I did think it ridiculous at first. We were two weeks behind on a tight budget and it seemed to be an enormous job. My experience was limited, as was my knowledge of the construction industry.”

Many could have become flustered but John credits his mindset and ‘rationally drawing’ on his previous experiences in the Army to help him through. He said: “I knew I could apply logical thinking under pressure. I have the ability to understand problems, develop practical solutions, then plan and implement them to achieve the goal the team is working towards.”

He added: “Although I had limited technical knowledge of construction techniques, I had an open mind and an eagerness to learn. With time, and a pro-active attitude to understand the industry, I overcame the initial challenges.”

John maintains it’s his ‘soft skills’ that are some of the most important he’s taken away from his time in the Army. He equates these with leadership, a quality valued highly in the

Rebecca Hudson, Delivery Manager at Nationwide’s Business Transformation division

John Allan, Forest Holidays Gary McGaffney, Lead trainer of project management at BMC

Will Steel, Project Manager at Zurich Insurance


for nine years and left in 2015. She has been working as a Delivery Manager at Nationwide’s Business Transformation division for three months, and has experienced substantial support throughout her transition. She said: “Nationwide accepts you are an individual with individual needs, and they are interested in developing you further.”

Simon Feaver has been a project manager at Nationwide since 2013. He said: “Just as in the military, you’re the spider at the centre of the web – you bring people together from a number of departments and build and manage their output.” He added: “There are also the conflicting challenges of bringing people from different backgrounds together, as well as coordinating time zones.”Will Steel is a Project Manager at Zurich Insurance where he works within a team of six, managing a large portfolio of IT programmes. He believes that a firm foundation of experience and a qualification or two in project management, opens doors to a huge range of sectors in the UK and abroad. He applied for the part-time Project and Programme Management (PPM) MSc provided by Cranfield University, via the Defence Academy.

As well as providing education in PPM theory it validated Will’s opinion that many of the skills routinely required in military leadership and management are directly relevant in the civilian project management environment. The ‘potential for variety’ attracted him.

He wanted to work at Zurich because it currently sits 11th in the Sunday Times top 25 large employers, reflecting the effort that the company puts into talent retention. Despite its financial services focus, he didn’t need a background in the sector.

Will said: “First and foremost, the organisation wanted a group of project managers with a broad range of experience – the specifics of the industry are taught as you go along.” He added: “This makes it a very attractive option

to Service Leavers who can apply leadership, management and systems-based approaches but don’t necessarily have relevant experience in the civilian sector.”

Will works within a team of six, managing a large portfolio of IT programmes. His days are spent engaging with the internal business units and external suppliers, co-ordinating plans and keeping things moving in the right direction. There are many facets to good project management but for Will, one of the key competencies is ‘effective stakeholder engagement’.

Both technical and soft skills are important. Zurich needs people with knowledge of a variety of project management tools, methodologies and best practice. They are also looking for strong stakeholder management skills, a good understanding of the business use of IT and digital technology.

Bristol Management Centre has been training personnel leaving the military for the last ten years. BMC offers a wide range of courses including many recognised programme and project management qualifications such as PRINCE2 and APMP.Lead trainer of project management at BMC Gary McGaffney, said that it’s Service Leavers’ attitude that ‘shines through’, in comparison to other delegates: “I’ve found that although many come on the first day saying they have very little project management experience during their military careers, they leave the course realising they actually have lots of project experience but have been doing it the ‘military way’. Once they learn

the language of PRINCE2 and the methodology, they easily find their feet.” He added: “With their can do attitude, self motivation and discipline, it’s no wonder ex-military are being sought after by many companies, of all sizes.”

During their training, Gary discovered that many former service personnel have been responsible for the management and motivation of teams, a big contributing factor to the success of projects. They’ve managed budgets, sometimes in the millions, which is another key skill. The military also have substantial experience in the movement of kit and equipment, often in hostile areas, an essential part of resourcing any project.

Gary said: “After they leave the Services, many join our LinkedIn profile and it is such a pleasure to follow them – not only through their successful transitions but also to see them rise to very senior positions, very quickly.”Steve Jones is Learning Programme Director – PMLC at QA, an organisation that offers award winning professional training. He believes that most former service personnel have already been responsible for activities that would have been classified as projects in any large company – for example, operational deployments, organisational change, introduction of new processes or equipment, and IT or infrastructure projects.

Steve said: “Military personnel are trained to be aware of the operational risks associated with the job, and the threats that can be just around the corner. This acute need to consider various options lends itself well to project risk management, when supported by specific tools and techniques.”

Further Informationwww.officersassociation.org.ukwww.zurich.co.uk/en/about-us/careers/military-transitionswww.nationwide-jobs.co.uk/military/www.qa.com/www.bmc.ac.uk/

i


PENSIONS

are several reasons why pensions are unclaimed, but the fact is that the sums of money involved, whilst modest in many cases, could make a big difference to the quality of life of their rightful owner.

For some older veterans, pension were a bit of a foggy area as, prior to April 1975, an officer had to serve 16 years from age 21 and other ranks (ORs) had to serve 22 years from age 18 to qualify for any form of pension at all. Some may have left with a Resettlement Grant but many left with nothing.

AFPS 75 preserved pensions were introduced for those in service in the Regular Armed Forces on 1 April 1975 but, in order to qualify, an individual had to be age 26 or over when he or she left and to have at least five years reckonable service for pension purposes. Reckonable service is paid service over the age of 21 for officers and age 18 for ORs. These qualification criteria are called the ‘Vesting Period’.

Those who left Service before 1 April 1975 were not entitled to preserved pensions, neither were those who left after this date without ‘Vesting’. In the rare case where someone left after 1 April 1975 without a preserved pension (because they hadn’t ‘Vested’) and rejoined within 30 days, they were allowed to count the earlier period of service together with the new for future qualification.

In 1978 the criteria were changed slighted slightly, in that the requirement to be aged 26 or over was removed. The five years reckonable service criteria remained until 6 April 1988 when it was reduced to two years.

Preserved AFPS 75 benefits usually comprise a pension in the form of a taxable annual income and a one-off tax-free lump sum equal to three times the annual income payable. If the pension is very small, the preserved pensioner is often invited to take an annual taxable lump sum rather than a monthly pension and, in some cases, the pension is

converted into a one-off taxable lump sum under the small pension commutation rules. Most of these preserved pensions would have been payable at age 60 but, where some of the pension was due at 65, remember that it can be claimed as early as age 60 with actuarial reductions.

Some veterans might think there preserved benefits are so small as to be not worth claiming – but take a look at this:

Someone who left in April 1978 with a preserved pension of £800 would now have a preserved pension of £4,263.94 and a preserved pension lump sum of £12,791.82.

Someone who left in April 1982 with a preserved pension of £1,100 would now have a preserved pension of £3,451.30 and a preserved pension lump sum of £10,353.90.

Someone who left in April 1985 with a preserved pension of £1,500 would now have a preserved pension of £4,011.84 and a preserved pension lump sum of £12,035.52.

These sums, which have been increased to take account of inflation, could make a very real difference to a lot of lives.

Some individuals will not have any Armed Forces Pension Scheme entitlement. They are people who joined on non-pensionable terms (being entitled instead to a gratuity on successful completion of their engagement), members of the Volunteer Reserve, personnel who opted out of the Armed Forces Pension Scheme and those who left with a preserved pension and transferred it out to other occupational pension arrangements.

Those who left with an immediate pension or an invaliding pension will not have preserved benefits to claim.

If you have a relative or friend who thinks they might have a preserved pension as a result of time in the Armed Forces, encourage them to fill in the AFPS Form 8 and send it to the address on the form. 19

The Forces Pension Society receives many enquiries about what pension benefits might be awaiting fathers or fathers-

in-law and the same issue crops up regularly on ARRSE, Rum Ration and E-goat.

Given that every year many thousands of pounds in pensions go unclaimed, it is important that the information that follows is widely understood. If, once you have read this article, you think you know someone who has a preserved pension waiting to be claimed, pass this magazine on but do remember to keep a record of how and when to claim yours!

Concentrating first on those of you who are in the resettlement process. The vast majority of service personnel leave long before they are entitled to draw their pension or Early Departure Payment (EDP) Scheme benefits – this means their benefits will be preserved or deferred. Veterans UK do their best to ensure that pensions are paid when they are due but they do not keep track of those who leave with preserved or deferred pension. They do run campaigns to track down those with unclaimed pensions – and are actively doing so at the moment but it is an uphill task. To avoid delays in receiving your pension you must to remember to claim about six months before it is due to be paid!

AFPS 75 preserved benefits are payable at age 60 or 65 depending upon when they were earned. The pension earned up to and including 5 April 2006 are due at 60 and benefits earned after that date are payable at age 65. You can, however, ask to have the part of the pension due at age 65 paid at age 60 but, if you did so, it would be actuarially reduced to take account of the fact that it is in payment for longer that the scheme anticipated.

AFPS 05 preserved benefits are payable at age 65 and AFPS 15 deferred pensions are payable at your State Pension Age. Both can be claimed at any time after age 55 – again with actuarial reduction. If you leave with EDP benefits you do not need to claim your preserved or deferred benefits, unless, of course, you want to claim them before age 65. Claims should be made on an AFPS Form 8, which is available on the internet.

Turning now to the thousands of pensions which remain unclaimed for AFPS 75 – it is this, the oldest of the schemes, where the problem of unclaimed pension lies. There

Don’t Forget Your Preserved Or Deferred Pension!

In the May issue of Pathfinder the Forces Pension Society article was about your preserved or deferred entitlements. This month’s article – by Mary Petley - aims to push home how important it is that you remember to claim your dues and to highlight the thousands of unclaimed AFPS 75 preserved pensions sitting waiting to be claimed...

Further InformationIf you are a member of the Forces Pension Society and have questions about this or any other pension issue, contact us on [email protected]. To find out more about us visit www.ForcesPensionSociety.org

i


CAREER ADVICE

Our recruitment and HR guru Giles O’Halloran talks contracts of employment...

in the terms of your contract, how you declare this and ensure there is no conflict of interest. If you don’t do this, you could be at risk of being in breach of your contract.

■ Contracts need to be agreed: once you put a signature to a document (and possibly have it witnessed) that is the end of the negotiation and terms are deemed agreed. However, if there are clauses or points you would like to negotiate prior to signature, you should have that conversation. A minor change could be agreed by both parties with initialling any change in the margin or by re-issuing the entire contract. However, you have the right to discuss the terms and to ensure they are understood or appropriate prior to signature.

■ Every country has its own legal framework: it is therefore essential that you understand what is required in that country as a basic framework, and it is advised you seek qualified or legal advice when working abroad to ensure you remain protected. This is not just in terms of employment rights and obligations, but also any tax implications.

What should be in a contract?A very good question. What a contract should contain will differ according to where the role is based and these will often differ from country to country. The employment contracts you find in

Contracts will differ across the

globe, but it is important

that you understand

what is expected of

you and your contractual obligations.”

looking to do and considering the kind of contract that this would entail.

Things to RememberThere are some key things you need to remember regarding contracts, and here are a few for starters:

■ Contracts are at least bipartite: this means that there is a minimum of two signatories to an agreement that is binding. Both parties have obligations and rights under that contract. It should also have a shared element of control and one party should not have all the rights and benefits. It is essential you check this as once it is signed it is binding.

■ There are statutory, express and implied terms in a contract: statutory terms are required by the law of that country or region. Express terms are agreed specifically in the contract between employer and employee. Implied terms are not set out in the contract but binding nonetheless. These might be deemed more ‘common sense’ points such as when a company car is part of a regional sales role the individual should have a valid driving license, or something as simple as an employee will not steal from the employer. You need to consider the terms and their implications when you accept or sign a contract.

■ Exclusivity of services: it is worth remembering that unless stated (or unless it is a zero hour contract), you are usually being contracted to provide your services, skills and capabilities to a single employer. This means they are paying for your services and time exclusively. However, it may be that you are not working full-time or the role is project-based and you could work for multiple employers. You therefore need to check whether this is covered

Wherever you work in the world, you will usually be offered a contract of employment

when you secure a job. This is a legal document that covers the obligations that you and your employer will adhere to as a binding agreement during that period of employment.

Contracts will differ across the globe, but it is important that you understand what is expected of you and your contractual obligations. This article will look at some of the key things you need to be aware of so that it makes the whole experience a little easier when signing or agreeing a contract. Please also be aware that some of the more specific information shared below will relate to UK contracts - it is therefore advised you seek specialist and qualified legal advice if you need help regarding foreign contracts.

Types of ContractThere are many different types of contract dependent on the nature of employment being offered. The most common type of contract is the permanent contract. This can be for a full or part-time role with a single entity or employer. However, you can get Fixed Term Contracts (often called FTCs) that usually cover a contracted period of time for an interim position, seasonal work or a specific project. There are also Zero Hour Contracts, much maligned in the media due to employer poor practices, can actually be a great way to manage flexible working for both employers and employees, if done the right way – both ethically and commercially.

Each of these different types of contract may have many similarities, but each will differ due to the nature of the duration or type of employment. So, it is worth understanding the kind of work you are

Employment Contracts


Realising Restrictive ClausesSome contracts will also have restrictive clauses. These often relate to individuals in senior or specialist roles, whereby an organisation will try to minimise the potential impact to their business or operations if an employee moves to a competitor. These clauses should be abided by, as they are contractual, but also be mindful that if they are too onerous (such as preventing someone from working in the sector or for a competitor for 12 months) or too nebulous (just using a blanket clause with little detail), these are less likely to be enforceable. It would therefore be wise to read through and understand any potential restrictive clauses and what they could mean for you.

Working out the Working Time DirectiveThis is something most employees do not really understand and they simply sign the ‘opt out’ clause as part of their offer pack. The fact is that you as an employee have certain rights that restrict the amount of hours an employer can ask you to work, without relevant rest and holidays. A lot of companies will have an addendum to the contract of employment that asks you to sign an ‘opt out’ of the directive. This is very much a personal choice, but you have no obligation to sign this document and an employer cannot force you to sign it either. So it is worth looking into what the directive would mean to you before you consider signing.

There is a great deal of information around employment contracts and we cannot cover it all within the bounds of this article. However, this piece will hopefully have provided you with some pointers and will get you thinking about any current or future employment contract you may have or receive. Do please check online as there is lots of information and advice that is freely available from both legal professionals and government sources.

About The AuthorGiles O'Halloran is an experienced Recruitment, Talent and HR consultant who works as a freelancer supporting professionals and organisations with career transition services and talent solutions. He has worked for a number of large and respected organisations, including blue chip and global recruitment companies. Giles has spent over 15 years providing CV writing, LinkedIn profile writing, interview preparation and professional networking support to clients in both the public and private sector. He also has over a decade of service in two branches of the Reserve Forces. Feel free to connect with Giles via LinkedIn, follow him on Twitter via @GilesOHalloran or @go2-work or take a look at his website www.go2-work.co.uk

the UK will differ from the US, and even employment terms will differ between different states in the US. However, from a UK perspective, your employer has certain obligations under UK Employment Law.

A UK contract must contain the following information:

■ The business name and registered address;

■ The employee’s name, job title or work description and start date;

■ The pay or salary level that the employee will receive and pay dates;

■ The working hours and whether overtime is appropriate;

■ The holiday entitlement the employee is due (and if that figure includes public holidays);

■ The base location of the employee, other possible working locations and whether relocation could be necessary;

■ If appropriate, the following statements or terms will also need to be included:

■ Whether continuous service or previous service is taken into account;

■ Probation periods, if they are part of the terms of employment;

■ Length of employment if it is not a permanent contract and the relevant contractual end dates;

■ The notice period expected; ■ Whether any collective agreements

are current; ■ What an employee can do and

who to contact when it comes to a

disciplinary, grievance or dismissal procedure;

It is also worth remembering that the following points are not required to be part of the terms but an employer needs to tell you where to find them:

■ Company sick and pay procedures; ■ The disciplinary, dismissal and

grievance procedures;Hopefully these will help you as a starter

list to check everything is appropriate, but you should also remember that the employer has an obligation to issue you with a contract of employment within two months of you starting your employment. If they do not or have not, they are breaking the law in the UK.

A move to Mobility ClausesDue to the modern nature of business and work changing so quickly these days, many employers are protecting themselves by adding what are called Mobility Clauses. These usually state that if the nature of work changes, employees are expected to move with the company when it is both reasonable and possible. These clauses should indicate a reasonable distance or radius. This is becoming common practice but can be a double edged sword as it allows more flexibility with work, but could also lead to potential redundancy or maybe a breach of contract if the business changes and an employee is unwilling to move. It is therefore wise to check these in any contract you are issued and to consider the implications.

Due to the modern nature of business and work changing so quickly these days,

many employers

are protecting themselves by adding what are

called Mobility

Clauses. ”


BACK ON TRACK

Wounded Heroes – First Team To Complete Megavalanche Challenge

A Help for Heroes team of eight wounded, injured and sick military personnel and veterans has successfully taken on Megavalanche, one of mountain biking’s toughest challenges...

In so doing, the group became the first disabled team to complete the epic event - one of the longest downhill races in the world. In addition, one of

them – Lance Corporal Rachel Kipling – became the first female to compete alongside the men as usually there is a separate women’s race. Rachel is still serving but receiving support for mental ill health.

The team was led and trained by Colour Sergeant Roger Coates, who runs the Battle Back programme at Help for Heroes Recovery Centre, Phoenix House, in Catterick. Help for Heroes is a founding patron of Battle Back - an MOD initiative that uses adaptive adventure training and sports rehabilitation to help seriously wounded service personnel gain independence and confidence.

The Alpe d’Huez Megavalanche takes 1,400 participants from 20 countries through four days of training and racing from Le Pic Blanc to Allemont.

As part of the Charity’s extensive Sports Recovery programme, the Help for Heroes cyclists began training in January, beginning with a weekend in Hamsterley Forest and finding progressively more difficult venues to practice, ending up at Fort William on the slopes of Ben Nevis.

“We tried to find as much variety on our training weekends to really challenge our team and give them as much experience as possible,” said Colour Sgt Coates. “But what we couldn’t replicate from Megavalanche was snow and the very thin mountain air that you get at high altitude, so it was essential that we arrived in the French Alps early enough to practice in these conditions before we undertook the real thing.”

Having personally entered Megavalanche twice, CSgt Coates knew exactly what training, equipment, commitment and motivation was needed to take part.

“Sport provides optimism, self-belief and confidence in what can be achieved, and this is proven to be of particular importance to this group,” he said.

“All of these benefits can be translated outside of sport and into day to day life.

Sport helps with coping strategies and resilience – which is so important on an individual’s recovery journey.”

The race saw riders hit speeds of up to 60kph

down a black diamond ski run, among some of the world’s top downhill bikers. To avoid injury, the Help for Heroes riders didn’t take part in the infamous mass start but held back to ensure their safety. They then worked as a team, rather than as individuals, helping each other as they crossed the 2km frozen glacier - pushing, pulling, dragging and lifting each other from one icy plateau to another.

The next 20km saw them twisting and turning through a dense mountainside forest with a couple of short but tortuous climbs thrown in for good measure. Finally they descended along a steep forest track at high speed, across the finish line and into the history books!

“It went 100% to plan,” said Roger. “We had

About Help for HeroesHelp for Heroes offers comprehensive support to those who have suffered life-changing injuries and illnesses while serving our country. This support is provided through grants direct to our Heroes and their families, grants to other charities and through four Help for Heroes Recovery Centres across the UK.

A recent study launched in January 2016 by Help for Heroes and King’s College London found of the 750,000 men and women who served as Regulars between 1991 and 2014, at least 66,000 need long term support.

Sport provides optimism,

self-belief and confidence in what can be achieved,

and this is proven to be of particular

importance to this group”


such a robust plan in place that, even when one of the team members misjudged a jump, fell off and broke his wrist, we were able to immediately get him to Grenoble hospital where they treated him like a king while our reserve rider easily slotted into his place as he had trained with us throughout, was able to take his place.

“The French authorities welcomed us, as did the other participants and the locals with invitations to barbecues and free beers at the local bar, all of which made our guys feel special – like the heroes that they are!”

Simon Taylor was one of the veterans who took part in Megavalanche. The former sergeant with the Light Dragoons served in Bosnia and Iraq before being deployed to Afghanistan. While on a routine patrol in 2009, his vehicle hit an improvised explosive device. He suffered a multitude of broken bones, a traumatic brain injury, a collapsed lung, spinal fractures and a shattered ankle.

As a result of the injuries, in 2011 Simon’s right leg was amputated below the knee, a cage fitted around his spine, his shoulder pinned and arm plated. He also suffers from post-traumatic stress disorder stemming from feelings of guilt for his comrade who died in the incident.

Simon had always been active in the army, with running his favoured sport: his escape. But, post-injury, that was no longer an option. Someone suggested mountain biking and Help for Heroes

funded him a bike. “On my first time out on it, I went further in a 15

minute ride than I’d been in the last two years. I became addicted. It’s my way of helping with the psychological side of things, getting out and about in nature. It gives me the space to get my head together,” said Simon.

“Megavalanche was an amazing experience but it was hard and, if I’m brutally honest, scary at the top, looking down the snow-covered black diamond ski slope. I did wonder for a moment why, having broken everything and lost a leg, I was doing it!

“But we all enjoyed it and I feel like it was a ‘coming of age’ for me. I have been fighting to prove that, even with my injuries, I can do mountain biking but people thought it was too dangerous. But now I have done Megavalanche, I feel I have proved my point!”

Help for Heroes has been involved with Sports Recovery since 2008 and offers 300 events across 50 different sports enabling over wounded, injured and sick service personnel and veterans to take part in adaptive sports from grassroots through to performance level.

Sports Recovery works in conjunction with the DSATC as part of the Battle Back programme. Serving Men and Women are engaged as part of the Defence Recovery Capability programme which ensures that they have access to the key services and resources to enable their return to duty or a smooth transition to civilian life.

About The Defence Recovery CapabilityRecovery is defined as the activities, courses and mentoring that enable a wounded, injured or sick Serviceman or woman to be able to return to duty or transition into civilian life. It is distinct from rehabilitation, which primarily relates to clinical medical treatment, but may involve some elements of it as the two often work together. The Army Recovery Capability is the Army’s branch of the wider Defence Recovery Capability – a Ministry of Defence led initiative in partnership with Help for Heroes and The Royal British Legion alongside other Service charities and agencies to provide wounded, injured and sick personnel with the recovery services and resources they need to help them either return to duty or make a smooth transition into an appropriately skilled civilian life.For the Army Recovery Capability (ARC) this is achieved by a team of dedicated military professionals, including medical and welfare specialists, Personnel Recovery Officers working from eleven Personnel Recovery Units in regions across the UK and Germany, together with the use of five purpose built Personnel Recovery Centres and the Battle Back Centre at Lilleshall to offer a full range of courses, mentoring, medical support, adaptive sports and adventurous training within a conducive military environment.

Further InformationFor more information about how Help for Heroes can support you if you’re wounded, injured or sick, visit: www.helpforheroes.org.uki


DSN 3310 © The Prince’s Trust 2016 – all rights reserved. The Prince’s Trust is a registered charity, incorporated by Royal Charter (RC000772). Principal office: Prince’s Trust House, 9 Eldon Street, London, England EC2M 7LS. Registered charity number in England and Wales (1079675) and Scotland (SC041198).

The Prince’s Trust helps thousands of young people into new careers with our FREE programmes. With partners in a range of sectors including retail, logistics and the NHS, we can help you find new opportunities that are right for you.

To find out how we can support you into employment, training or volunteering, visit princes-trust.org.uk/programmes or email [email protected]

LOOKING FOR YOUR NEXT STEP?

DSN_3310_180x124mm_FINAL.indd 1 30/06/2016 09:15

How youth work helped injured veteran to start againBy Jimmy Thorpe – ex-soldier, youth worker at The Prince’s TrustJimmy suffered a life changing injury while on tour in Afghanistan in 2010. He initially struggled to adjust to civilian life, but thanks to support from the Department of Education’s Military Ethos funding and Help for Heroes, he has established a career in youth work and is employed by The Prince’s Trust, where he helps vulnerable young people to take control of their lives.

It was in 2010 when life as I knew it changed forever and my career in the army came to an abrupt end. I was on tour in Afghanistan when the blast from an improvised explosive device damaged my coccyx and caused multiple injuries to my entire left leg, resulting in chronic pain disorder.

In many ways, I found it more difficult to come to terms with leaving the army than with the injury itself. After years of being in the army, the realities of moving back to my home town of Blackburn hit me like a tonne of bricks. I felt very disconnected from civilian life and employment prospects were bleak, but I was determined to move forward with my life.

Things started to change when I responded to an advert for The Prince’s Trust. The youth charity has long supported military personnel making the transition into civilian life; a commitment it bolstered earlier this year by signing the Armed Forces Covenant.

One of the many ways The Trust supports ex-Service men and women is by enabling wounded, injured or sick personnel to access secondments on its Team programme, a 12 week personal development course. I was selected to work as an Assistant Team Leader for Groundwork, a role initially supported with a grant from the Department for Education’s Military Ethos

funding and later through Help for Heroes, which works in partnership with The Trust. My role was to help vulnerable young people to gain the skills, confidence and qualifications they needed to move into work, education or training.

I could see the same sense of uncertainty I had so recently felt in many of the young people we were helping, but knew that with the right support they would find their way and build a better future for themselves. The experience of working with them was hugely rewarding and gave me a new sense of purpose.

When my secondment with Groundwork came to an end, I accepted a new role as a Fairbridge programme executive at The Prince’s Trust’s Pennine Lancashire Centre in Burnley. I was soon promoted to Programme manager and now help young people on The Trust’s Fairbridge programme.

Looking back, it’s amazing to think I’ve come so far. Youth work has given me a new lease of life, so to anyone who feels daunted by having their military career cut short, I’d say this – keep going, there’s something out there for you.

OA INSIGHTASK THE EXPERTS


RESETTLEMENT

Each month the Officers’ Association asks industry experts for insight on the questions anyone going through transition wants answered...

OA INSIGHTASK THE EXPERTS

This month we ask:‘I am looking at moving into the defence sector for

my second career – what sort of knowledge, skills or experiences are defence companies expecting me to

bring and is this time sensitive?”’

The qualifications, experience and competencies needed to maintain defence equipments, together with the inherent understanding of the often complex processes and the customer environment, are not easily replicated by industry. Therefore, recruiting suitably qualified and experienced personnel – SQEP, a phrase you will often hear associated with recruiting technically competent staff – is invariably the industry’s preferred option.

The supply of SQEP leaving the Services for industry to recruit has decreased in line with the reduction in the size of the Services over the last 20 years. Consequently, the industry is now having to train and develop its own technically competent staff. Therefore, staff who already have these technical skills are still a very attractive option for the industry. Especially when they’re coupled with excellent management and leadership training, as well as first class personal qualities that service leavers often have.

Technical skills and competencies are not hindered by time. Indeed, many staff often try other professions and industries before returning to the defence sector, where refresher and update trading quickly brings them back up to speed. The MoD spends a lot of time and money training and developing its staff to maintain its equipment, so when civilian industry takes over the responsibility for that equipment the skills required are identical and expensive to obtain. Therefore, service leavers will always be an attractive option to the defence sector.

ROWLANDFIELDERRowland (Rowly) Fielder is Engineering Director for Aircraft Support, Defence and Security Division, Babcock International Group. He served for 24 years with the Royal Air Force as an aero systems engineering officer, reaching rank of Sqn Ldr before leaving in 2012 on voluntary redundancy. He has worked for Babcock for three and a half years.www.babcock international.com

Many civilian organisations in the defence sector, for example Babcock International Group, provide technical support services to the MoD. They employ staff to undertake roles similar to those performed by uniformed personnel but obviously without the specific military combative commitment. Consequently, many of the technical skills, experience and knowledge of those leaving the Services are directly transferable to the defence sector; indeed, they are sought after.

BOB SEYMOURBob Seymour had a twenty two year career with the Army – formerly with the Royal Signals and then with the Army Air Corps. He is now the Client Business Development Director for the BT Global Defence Team.

The majority of defence companies are looking for individuals with a generic understanding of the defence environment, rather than customer-specific expertise. Therefore, it’s certainly possible to build a long term career utilising these knowledge and skills.

Military personnel are particularly attractive to employers in the industry because of their experience in processes and programmes, as well as their ability to deliver complex strategies.

More than ever, the sector wants to display transparency and fairness. Therefore, your knowledge of specific rules that need to be adhered to is also extremely useful. This doesn’t erode over time, nor does it stop being applicable over two years.

But it’s your expertise, coupled with your leadership and management skills that make you a particularly unique proposition for employers. These attributes are fundamental to life in the Services but are easily applied to commercial environments – solving complex problems within projects and giving clear direction within a team.

Don’t assume that you know everything because you’re from a defence background. There are still different processes and new commercial language to get to grips with. In my experience though, ex-military tend to be receptive when it comes to listening and learning.

KATE TRIPPKate Tripp is HR Project Manager UK at MBDA. She spent 22 years in the RAF and is now a Reservist. www.mbdacareers.co.uk

Firstly, this is a personal opinion from an ex-regular working in the industry, and isn’t the opinion of the organisation I work for, or any others within the Defence sector.

As a recruiting manager I believe you need to bring the “Knowledge, Skills, and Experience” as well as the positive “attitude” to go with it. When recruiting, the exam questions I need to answer are “what do you bring?” and “what value could you add?” to my team. This is not what your former team has done, or what you did, but what you offer now. Your CV needs to reflect this and mustn’t contain any TLAs. Don’t assume recruiters know any of them.

You might be joining a business that is predominantly ex-military but the recruiting team could have little or no knowledge of the military environment. Be aware that competition is tough and you will need to tailor your CV for each and every role.

Please be realistic about expectations. Yes, you might get HTD and other benefits at the moment but don’t ask for much more than you are currently receiving as a package, unless you can justify it. However, expect to be paid appropriately, and what you are worth, for the relevant skills you bring to your new organisation. Every defence company is seeking win/win solutions for themselves and the MOD. It’s not the money grabbing environment many perceive. If my MOD as the customer isn’t happy, then I have not succeeded.Visit www.officersassociation.org.uk for further information.


RESETTLEMENT

GET A PIECE OF THE ACTION!

Pathfinder hears from Paul Biddiss, an ex-Para who has forged a successful career in film and TV...

When I retired from the forces after 24 years in the Parachute Regiment I never once thought about a career in the

film industry. During my resettlement I focused primarily on the CP and Surveillance industry.

During a dry spell I was directed by a friend to an advert looking for ex-soldiers to be extras for a major feature film. This would lead to my entry into the film world and, oddly for an Ex Para, I was helped by Royal Marine Falklands veteran Billy Budd, one of the main military advisers in the industry. Billy has worked on countless blockbusters and nearly all of the Game of Thrones seasons and just happened to be advising on the George Clooney film Monuments Men when I met him. From that chance meeting I saw a new and very rewarding career direction.

Film may be a difficult area in which to get a start, but there is a saying in the industry: once you are in, you are in.

As with all things you need to start at the bottom and be patient. Starting as an extra like Billy did in Saving Private Ryan serves as a valuable way to learn set etiquette, the unique chain of command and that all important networking aspect within a closed group.

Soon after Monuments Men I was approached to select the best 300 extras out of 2000 hopefuls. The film FURY needed ex-soldiers who were required to be physically and mentally robust to put up with three very hard months of filming in the Oxfordshire countryside in all weathers, mainly wet and running behind real Sherman tanks with full authentic weapons and equipment with simulated explosions everywhere.

To the reader this might seem like a fun walk in the park, but believe me, after the 18th time of de-bussing from a Sherman tank, running a 1000 metre stretch of muddy field behind a tank that’s constantly spitting out diesel, constantly soaked, on a 14 hour day, and the novelty will soon wear off.

So it was vitally important from the very start to make sure I put the extras through the right training tests specific to the film’s plot before production invested more time in training the selected few.

As with any rewarding role there are others who desperately want the same job and I have worked

with some extras who had been trying for over 17 years to get a

main advisory gig and never made it past the extras tent, for reasons I

will explain.In the UK there are only around five

mainstream military advisors in the TV and movie industry. Much of the work is gained via word of mouth and after you have proved yourself on other productions.

It’s a closed market so you can’t just apply for jobs - they are rarely advertised and people will not take a chance if you’re an unknown as far too much money is at stake, not to mention reputations.

There are of course a lot of charlatans out there who will say anything to get the work and without doing any form of preparation, but it is a very small industry and becomes so much smaller if you try to the bluff your case. Equally you don’t necessarily need to have served in a particular unit to be able to offer advice on them. I have trained people for various roles from WW1 period German soldiers to US Navy Seals.

You could also have all the military experience in the world and have won gallantry medals, but it will count for nothing if you are not ‘set-savvy’,

respectful to others and do not have the right approach to training people who, in most cases, have never been in the Armed Forces.

Wading in with an RSM approach and demanding that the director does it your way and talking to actors and extras like they are day one recruits will not get you far in the industry and will most probably get you sacked on the first day. However, your transferable man-management skills gained in the armed forces will help you if applied correctly, plus the use of Jedi mind tricks to let the director think your advice was his idea. (Trade secret!)

Your job is quite simple. Train the actors, stuntmen and extras to the required standard, as close to reality as possible, so that when the cameras start rolling they are doing what’s required on the first take. This saves time, and time is money! Additionally, you will need to liaise with armourers, stunt coordinators, the art department, costume and be on hand to answer any questions when the director asks.

Of course all the hard work has its privileges and through an Assistant Director friend I managed to bag a role as an X Wing fighter pilot on Star Wars the Force Awakens, a boyhood dream come true. Advising on a Star Wars set would be my

I have trained people for various roles from WW1 period German

soldiers to US Navy Seals.”


adulthood dream. Hint!After two years of networking and

gaining more experience Billy Budd landed me my first big standalone project, BBC 1’s epic War and Peace. I had three days’ notice before flying out to Lithuania and in that short time I would need to brush up on my Napoleonic history. This would be a real test as I would be in charge of designing and executing a safe system of training fit for task. In other words this would make or break me.

I studied battlefield accounts from men who were there on the day, being conscious that each side would have their own unique version of the outcome. I focused more on the training and treatment of the men and tailored my boot camps to mirror that training.

I set up different levels of boot camps and gave 100 men 120 hours of drill, firearms and bayonet training, along with field tactics and formations. These men would become the NCOs and Officers. The remainder of the 500 I had to work with would have only the most basic of training to simulate a conscripted army of 1805 where man of fighting age would be plucked from their homes, told to report to the main town, given an ill-fitting uniform with one practice round with a musket

and learn their new craft en route to their units, which were normally

just about to fight a battle.When it came to filming I created a

layering of experience within the ranks with young fresh looking conscripts

sometimes looking to the experienced soldiers for guidance while on the march during filming and it worked a treat.

I had studied previous versions of War and Peace and one thing that stood out was how well all the soldiers goose-stepped into battle in perfect rank and file with not one soldier out of step. The Russian version by Sergei Bondarchuk had used 120.000 real Russian soldiers already trained. To me this was not realistic of the period being portrayed and I felt a blank canvas was the best approach.

I then set about training artillery teams for the major set piece - the Battle of Borodino. I trained the artillery to a much higher standard than the rest as the cannon was considered an extremely valuable asset on the battlefield. I liaised with the art department and special effects to make sure we got the cannons recoiling like the real thing once fired and the ancillaries used to serve the guns were realistic.

Obviously nothing will be 100% perfect or

as realistic as you would like as the director will have the final word on what and how he wants something to look and budget and time constraints inevitably having a major say.

After nearly three months in Lithuania being covered in mud and black powder I travelled to Tenerife on the new Jason Bourne movie. Due to a non-disclosure act I cannot divulge anything, other than what is already in the public domain. So for that I will use a quote taken from an interview with Matt Damon speaking about his experience filming the riot scene, which was set in Tenerife, Spain, standing in for Athens:

“Never for one second did I not feel like I was in the middle of some austerity riot,” Damon said. “I don’t know if it was something specific to Tenerife or that they were really excited to be in this movie or some combination of the two, but they (the extras) were awesome.”

Job done!

Currently working on:Kingsman 2Death of StalinJustice League

Jason Bourne is out now!

Much of the work is gained via

word of mouth and after you have proved

yourself on other productions.”


#RobOnTheRoad – Operational Tours

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For those that deployed to Shaibah will

know that the welfare

facilities were pretty good,

not once did I think I would get bored of Pizza Hut or

Subway whilst deployed on operations, well in Iraq

I did. ”

out were not strapped down, relying on his riding ability to get them to us safe and sound.

One of the perks of working in the HQNSE was that every 3-4 weeks I had to visit Kuwait. There was no better feeling than stripping down to shorts and t-shirt at the Kuwait/Iraq border into. Whilst in Kuwait, we had many jobs to do for the department not including a visit to the Palm Beach 5 Star Hotel (not saying we did not visit it). What an amazing place Kuwait is - hot sunny conditions, waterparks and to top it off KFC. On one of my visits I was asked to bring back an 18 piece bargain bucket for the MT lads - have you ever eaten something 2 hours after it had been purchased and had been travelling in 40-50 degree heat? It did not take long for the MT lads to destroy it, much to the shock of the onlookers.

As mentioned my initial job was Receipts and Issues, but one of the jobs that no one else wanted was the burning of paper. Having been briefed that I was not allowed to leave the burn pit until everything had burnt and the ashes had gone out, I perfected the art of making this small task last a couple of hours. This had been noticed by the QM, who sent one of the other lads with me on one occasion to assist. On leaving HQNSE I instructed him to get 4 litres

of water whilst I picked up 2 wooden pallets - he asked what I needed the pallets for. I replied, “I’m not allowed to leave the burn pit until it’s all burnt and the ashes have gone out.” His response was “I see”.

On arrival at the burn pit, I put the bag of paper down and placed the two pallets either side, set it alight, took my T-shirt off, dropped my trousers to my shorts and laid in the back of the vehicle and began to enjoy the glorious weather. My colleague, looking very shocked asked, “what are you doing?” I told him the bag of paper takes 30 mins to burn, but those pallets take about 2 hours, and I need to top up my tan.

My tour of Iraq gave me so many memories - I met with many people from various Cap badges who I would not normally have served with and made some great friends. The burn pit story is just one of many things that made Iraq my favourite tour. I could go on and on about Iraq, but unfortunately I am a Civi now and I just don’t have the time to write about them all.

Whilst serving out in Iraq, I learned so much from those I worked with which I feel made me a better person. If the Armed Forces can work so hard and so well in the conditions experienced out in Iraq, they can work anywhere and for any company.

Something that all those who have served in the Armed Forces will have done, is deploy on Operational Tours; but which Tour sticks in your mind more than any other? Memories can be good or bad, but here, I’m sticking with the good.

Whilst serving I deployed to Bosnia, Kosovo, Northern Ireland and Iraq, with many countries visited in between. Which one holds the best memories? Which one could I call my favourite deployment? The answer has to be Iraq, although I did enjoy the others. I feel what happens on tour stays on tour (if you know what I mean).

Why Iraq? Whilst on the Unit’s shooting team competing in the BAGSAAM, I received a pleasant phone call from the Sqn Chief Clerk who informed me that I had been trawled to deploy to Shaibah in Iraq. After the initial shock I continued with the shooting competition, and finished in a very respectable 18th place.

28 days to sort myself out, deployment training, issue of kit (some of it), pack room, bit of leave. The day had arrived to deploy, having never been to Iraq I was a little unsure of what to expect. I was deploying on Telic 4. Sitting in Hanover Airport in Germany thinking about the next 6 months, and what delights I would encounter whilst away I started searching my pockets for my cigarettes as I did not know when I would get to have one next.

After what felt like hours we finally touched down in Qatar, it was about 2am and still 30+ degrees, not the ideal conditions for a much wanted cigarette. A few hours went past and we were on the final leg of the trip into Basrah: lights off, helmet and body armour on and the Herc just seemed to fall out the sky. So here I am, Basrah Airport, and not a single person with a little sign with my name on - who’s picking me up? Luckily for me the Dog Unit lads I did my pre-deployment training with were on the same flight so they dropped me off at HQNSE in Shaibah.

Having introduced myself to the QM, RQMS and the rest of the department I went for a well-earned sleep. This became more of a task than you could imagine - 50 degrees outside, aircon not working too well, which led to a half hour here and there throughout the night. Receipts and Issues was to be my job for the next 6 months and a bit of duty armourer every so often, with many other tasks that were thrown my way (no surprise as I was a Pioneer).

Those who deployed to Shaibah will know that the welfare facilities were pretty good: not once did I think I would get bored of Pizza Hut or Subway whilst deployed on operations, well in Iraq I did. There is only so much that of it you can eat, but it always brought a smile to my face when the local came down the runway on his scooter with a stack of pizzas on the back, which I will point


Turn up on the day, or registerwww.bfrss.org.uk 0116 254 5477

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Looking for a career change?We have 16 ELCAS funded courses including:

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EDUCATIONGUIDE

Just before the 2008 summer recess of Parliament, the

Government announced a package of cross-government

support to Armed Forces personnel, their families and veterans. One of the strands

of this initiative (known as the Service Personnel Command Paper) commits to providing

Service Leavers with access to a first full Level 3 qualification

(equivalent to two GCE A levels or vocational equivalent), or a first higher education qualification (a foundation

degree or first undergraduate degree or national equivalent)

free from tuition fees.

What this all means is that YOU can go to college or university, study for a

degree programme and pay no tuition fees!

The following pages showcase just some of the latest available courses....

PATHFINDER

The Business School The Business School

*Subject to rank and qualifications

Further information is also available at http://www.napier.ac.uk/courses/msc-entrepreneurial- leadership-mel-postgraduate-distance-learning-part-time

Masters in Entrepreneurial Leadership (MEL)The MSc Entrepreneurial Leadership programme is not about business start up, but growing leaders to build the next generation of successful organisations.

This MSc offers a practitioner focussed learning experience and applied assessments where graduates can apply knowledge to help them develop and grow personally and professionally. Flexibly delivered over 2 years with around 12 contacts days and supported online.

Who is it for?The programme will be of value to anyone who has ambitious career aspirations but struggles to find a masters programme which guides them on how best to achieve these personal goals.

For further information on how your experience and qualifications, military or civilian, can gain you access to the MEL please contact us.

Call Steven Murphy on 0131 455 4377 or email [email protected]

BA Business & EnterpriseEdinburgh Napier University in partnership with the Academy of Leadership and Management is offering an innovative and flexible way of achieving your degree in one calender year

• A degree with many acceptable entry qualifications

• Flexible study pattern, one day per month at university (or local regional venue) with on-line support

• Opportunity to enter at three points in the year, January, May and September

New Military & Civilian Routes to University Delivered Locally.Accredit your military and civilian achievements into a degree with Edinburgh Napier University through regional monthly day release workshops in a year*

For further information on how your experience and qualifications, military or civilian, can gain you access to the BABE please contact us.

Call Suzanne Smith on 0131 455 4348 or email [email protected]

Further information is also available at www.courses.napier.ac.uk/w30015.htm

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WE’RE READY WHEN YOU ARE

Whether you’re starting out, moving up or starting again

READY TOTAKE CHARGEOF YOUR CAREER?

Enhance your employment prospects beyond your military careerPrepare for the next step in your career by studying a University degree while serving in the military. Our flexible online courses equip you with the skills, knowledge and support needed to develop professionally, providing you with the practical transferrable skills essential for advancement during your service and resettlement.

Choose from a range of courses in:• Accounting and Finance

• Business, Hospitality Management and IT

• Engineering and Environmental Sciences

• Health and Social Care

• Psychology, Counselling and Ergonomics

Start February, May or September

Call us on 01332 594000Or email [email protected]

www.derby.ac.uk/military

Getting it Right: Offering Support to Military Personnel and their FamiliesMilitary life is special. It involves certain challenges, demands and exposure to traumatic events which other people might never experience. Strong emotional bonds and social networks are often formed in the military which can engender emotional resilience and positivity, helping military personnel and their families to cope at difficult times.

However, there are some people for whom the trauma experienced can trigger mental health issues. It is estimated that 2.9% of military personal sought treatment for a mental health disorder in 2015 and although the types of mental health problems experienced by military personal are similar to those of the general population, the distinct causes of what they have experienced through service and resettlement into civilian life, can present unique challenges for mental health services.

Mental health can often be an invisible illness, unlike physical injuries, there are no clear physical scars that show others that these individuals are ill. But people with mental health problems do show signs of physical change. They can experience changes in mood, the ability to concentrate and general changes in personality. They can also be more irritable and in some cases turn to alcohol and drugs to manage their symptoms.

All of these difficulties can take a toll not only on the individual but also on their family. Children especially can find it difficult to understand the

changes in a parent which in some cases can result in emotional difficulties for them too.

Mental health is treatable. Although the experiences of active service cannot be taken away and the change to civilian life for some service men and women will be a difficult experience, support from mental health services both inside and outside the military are available.

As well as the NHS services that are available to support individuals whom are no longer in active service, trained mental health practitioners also operate within the military to offer the men and women who are still serving support with their mental health issues. Although treatment from mental health issues can require the use of medication, there is value in talking therapies such as Cognitive Behavioural Therapy. CBT practitioners can provide invaluable support for individuals to manage their problems by working

with them to change the way that they think about things and the way that they behave in specific situations.

At the University of Derby Online Learning (UDOL) we recognise the valuable role of mental health workers and the support they provide. We aim to help military personnel to advance their skills in mental health practice in order to offer counselling and psychotherapeutic support from a position of empathy and compassion. If you’re interested in learning more about CBT, Counselling, Psychotherapy or a variety of other subjects, UDOL has a range of university courses at various levels which can be studied 100% online.To find out more about how you could develop your skills or career visit www.derby.ac.uk/online or call +44 (0)1332 594000. The University of Derby is an approved ELC provider (number 1276).

Vicky Cockerill, Lecturer in Nursing (left), and Pauline Green, Academic Lead in Social Care (right).


AEROSPACECAREERS ABOVE AND BEYOND

CAREERS

Aerospace and aviation are among the most diverse industries when it comes to career opportunities...

Aerospace EngineerAerospace engineers design, build and maintain aircraft and the parts and instruments that go into them. They also work at the forefront of technology on space vehicles and satellites. To do this job you will normally need a HND, degree or postgraduate award in a relevant engineering subject.

You may also be able to get into this career by starting out as an aerospace technician apprentice with an airline operator, airline manufacturer or service engineering company. You would then continue your training after your Apprenticeship up to degree level. The range of Apprenticeships available in your area will depend on the local jobs market and the types of skills employers need from their workers.

You would normally start out on a company’s training scheme, working towards the Part-66 engineering licence. The licence is issued by the Civil Aviation Authority (CAA) on behalf of the European Aviation Safety Agency. It certifies your skills and experience and allows you to work as a qualified engineer. It has three categories, A, B and C, with Category B the standard licence for many engineers. If you hold a Category B licence you can specialise in mechanics, for example engines and fuselage, or work in avionics, like flight instruments and communications.

If you have a degree qualification related to engineering, for example maths, science or technology, you may be eligible to apply to the Aerospace MSc Bursary Scheme. This provides funding towards the cost of studying a postgraduate degree in aerospace engineering.

The Bursary Scheme has been introduced to encourage people with the right skills and experience to make the move into aerospace engineering. It is a partnership between

government, professional bodies and employers. It is open to people who have a related degree but also to those who may hold a lower level qualification, for example a HNC or HND, and who have extensive experience in aerospace engineering or maintenance.

Aerospace engineers work on the development of aircraft and related technology. Their work covers:

■ fixed-wing aircraft and helicopters ■ space vehicles ■ missiles and weapons ■ flight simulators ■ flight components and instruments.As an aerospace engineer, you could work in

research and development, testing or production and maintenance. Your duties would vary depending on which area you worked in, but may include:

■ developing avionic systems like navigation instruments and communications

■ researching ways to make fuel-efficient parts, such as wings, fuselage and engines

■ using computer-aided design (CAD) software to draw up project designs

■ carrying out ground- and flight-testing programmes on prototypes

■ collecting and analysing test data

■ planning and supervising the assembly and fitting of aircraft and

components ■ signing off projects under strict licensing

regulations ■ scheduling and supervising line (airport)

and base (hangar) maintenance of aircraft.You would also be involved with estimating

project costs and timescales, attending meetings, writing technical reports and

manuals, and giving presentations to managers and clients.

Aerospace Engineering TechnicianAerospace engineering technicians design, build and test new aircraft. They also repair and service existing aircraft. They work on all types of civil and military aircraft, including helicopters, as well as weapons systems and satellites.

As an aerospace engineering technician, you would normally work in one of two areas:

■ Mechanics: building and servicing aircraft fuselage, hydraulic and pneumatic systems, such as wings, engines and landing gear

■ Avionics: installing and testing electrical and electronic systems used in navigation, communications and flight control.

Your duties in both areas would include: ■ developing component plans using

computer aided design (CAD) and computer aided manufacturing (CAM) software

■ investigating and testing solutions to engineering problems caused by weight, altitude, temperature and engine performance

■ building and testing prototypes, using models and computer simulations

■ using prototypes to predict and refine the performance of aircraft systems.

You would also carry out line and base maintenance between flights. Line duties include pre-flight checks, refuelling and minor tasks. Base maintenance involves more stringent checks, fault diagnosis and repairs, and is carried out in an aircraft hangar. If you are responsible for aircraft maintenance, you will work towards the Part-66 engineering licence (see above).

You would find most opportunities with aircraft manufacturers and suppliers, and related bodies, such as the CAA. Jobs tend to be concentrated in the north-west, the south-west, and eastern England. You could also find work

The Bursary Scheme has been

introduced to encourage people with

the right skills and

experience to make the move into aerospace

engineering.”


with the maintenance divisions of major airline operators. These tend to be located near to major UK airports.

Non-Destructive Testing (NDT)Non-destructive testing (NDT) technicians examine and test the properties of materials used in machinery and structures to find possible faults like corrosion, cracks, flaws and other imperfections. Their work is important because problems like these could lead to machinery or infrastructure failing, for example, a high-pressure pipeline bursting.

There is no set route to become a non-destructive testing technician. Many new technicians get into this job through an apprenticeship in engineering or by studying towards an engineering qualification at college or a specific NDT qualification with a professional training provider.

As an NDT technician, you would use a range of methods to test materials and parts, including:

■ visual inspection: using CCTV and fibre optic cameras

■ thermal imaging: to find defects in concrete and other building materials

■ dye testing: staining surfaces with fluorescent liquid, which shows up flaws under ultraviolet lighting

■ magnetic particle testing: applying magnetic particles to materials, so they line up along cracks and defects (often combined with dye testing)

■ radiographic testing: using X-rays to find internal faults

■ ultrasonic testing: firing high frequency sound pulses into materials and analysing the differences in the reflected signals

■ eddy current testing: passing electricity through materials and measuring the

differences in the flow of current ■ resonant testing: ‘listening’ to the growth

of cracks or flaws by monitoring the acoustic vibrations of a structure, for example bridge supports.

In manufacturing, you would work with materials at every stage of production to make sure they are safe. For example, in aircraft construction, you would test materials when they are first made, while the fuselage is being built, and at regular intervals throughout the operating life of the aircraft.

An important part of your work would be to make sure that the testing method you use does not have any harmful effect on the materials, parts or machinery under examination.

Airline PilotAs an airline pilot you’ll fly passengers and cargo to destinations around the world. You’ll need to have good teamwork skills, good concentration and hand-to-eye coordination. You’ll also need to be able to remain calm when dealing with challenging weather conditions.

There are different ways to get into this career from private courses or training with an airline, through to learning at a university.

To become a professional airline pilot you will need to obtain an Airline Transport Pilot’s Licence (ATPL). You would usually start your career as a first officer after gaining at least ‘frozen ATPL’. When you

have completed enough flying hours you can apply for a full ATPL and qualify as an airline captain.

There is no minimum education standard required to enrol for a professional pilot training course. Qualifications like GCSEs and A levels in subjects like maths, English and science may improve your chances of getting a training

place. You will also need to pass a thorough medical check and obtain a class 1 medical certificate to apply for and hold ATPL. Some course providers may also require you to hold this certificate before you begin your studies. You should be physically fit, and have good hearing, eyesight and colour-normal vision. Some airlines set height and weight restrictions.

The Honourable Company of Air Pilots offers an aptitude test for people with little or no flying experience. Although not essential, the test could help you decide whether you are suited to this career before you spend money on training.

You can train at a Civil Aviation Authority (CAA) approved training school. An ATPL course typically costs around £60,000. Visit the CAA website to download a list of approved training organisations.

If you qualified as a pilot in the armed forces, you can take a conversion course to gain a commercial pilot’s licence. You must serve a minimum term before moving on to employment with an airline.

Some universities offer courses that combine pilot studies and training with a related degree, for example aviation engineering or air transport. You may have to have to pay for the flight training parts of the course yourself.

Several passenger airlines offer pilot training schemes. These allow you to train with the company to gain your licence. Some schemes pay your training costs and you pay them back once qualified. Others require you to pay a bond up front, which is then repaid to you over a number of years once you are flying with them.

There are different

ways to get into this

career from private

courses or training with

an airline, through to

learning at a university.”

Further Informationwww.caa.co.ukwww.gapan.orghttp://search.ucas.comwww.bindt.orghttp://aerosociety.com

i



MilitaryBand

ConcertFriday 30 September 2016

The London Oratory School, Seagrave Road, London, SW6 1RX

◆ 6:30 pm to 9:00 pm◆ Complimentary drinks and food

Tickets: £15.00 £12.50 concessions ( Veterans, Over 65s, students under 16,

those on disability and unemployment benefits).

Stoll (formerly Sir Oswald Stoll Foundation)

Registered Charity No. 207939

Kindly supporting Stoll:

Book now on 0800 411 8881 or www.brownpapertickets.com/event/2548167*Booking fee applies

Tel: 020 7384 5935

The Polka Dots

The Royal Regiment of Fusiliers

Association Corps of Drums

Mark Bolkonsky

The London Oratory School

THE NOT FORGOTTEN ASSOCIATION



Air Service Training

EASA PART 147 Approved Training UK.147.0002 The Basic Course for Aircraft Engineering Approved by the UKCAA and EASA.

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AST covers the Full Curriculum of Modules for Engineering Licencing: B1.1 - Aeroplanes Turbine Engines B1.2 - Aeroplanes Piston Engines B1.3 - Helicopters Turbine Engines B1.4 - Helicopters Piston Engines B2 - Avionics

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Winning Entries Announced For 2017 Charity Calendar

NEWS

A bomb disposal dog cradled in the arms of its handler; the sun glistening through the rifle of an Army sniper; an artillery shell leaving a Light Gun after being fired – these are just a few of the winning photographs to the 2017 calendar competition which has just been announced by ABF The Soldiers’ Charity.

The Soldiers’ Charity is the National Charity of the British Army.

The competition, which was open to the public and soldiers alike, saw hundreds of Army themed entries. The shortlist was judged by BBC journalists Michael Buerk and Kate Adie, the Chief of General Staff, General Sir Nick Carter KCB, CBE, DSO, ADC, Rob Cook of Canon UK, and Andy Taylor of WEX Photographic.

Trevor Sheehan, from Hexam in Northumberland, whose picture “Dog Days” was the overall winner for the calendar commented: “I saw this soldier and his loyal dog training and it was clear that they had a very close and special bond. I crouched down to dog height and took the shot. The dog remained very calm even with a camera so close, it was very professional.

“I have never entered a photography competition before, so it was beginner’s luck for me! I am thrilled that this photograph was chosen by The Soldier’s Charity for their 2017 calendar. I have seen myself the unique support to soldiers and their immediate families that they provide and if this photograph helps in any way to raise funds for their work then that’s all the job satisfaction I will ever need.”

On the entries, Kate Adie commented: “'The Army is a way of life. You need images from battlefields to individual moments, to show this. Whether they are on parade or on patrol,

much of this way of life is demonstrated in these photographs.”

Michael Buerk added: “Judging was not easy as it became a matter of weighing virtues, rather than picking holes. There's obviously another career beckoning if some ever get tired of soldiering!”

Major General (Ret’d) Martin Rutledge, Chief Executive ABF The Soldiers’ Charity, commented: “We wanted the calendar to capture people’s imagination of what the Army means to them. There were some outstanding entries, and the final images really demonstrate the wide variety of elements that make up the modern British Army.”

Canon UK and WEX Photographic generously sponsored the competition, donating three top camera prizes for 1st, 2nd and 3rd places.

The calendar goes on sale in September and will be available via the Charity’s online shop with all proceeds going directly to support soldiers, veterans and their immediate families.http://soldierscharityshop.org/


BUSINESS &

FRANCHISING

AFTER SUFFERING TRAGIC INJURIES WHILST IN THE MILITARY AND THEN BEING MEDICALLY DISCHARGED FROM THE BRITISH ARMY IN 2013, FORMER LANCE CORPORAL STEPHAN VAN NIEKERK WAS GIVEN A SECOND CHANCE WHEN HE DISCOVERED FRANCHISING...

A New Challenge, A New FocusLeft with a permanent disability and dented self-belief, Stephan was struggling to find professional purpose again. Having come from such a demanding role where he’d built confidence, mental and physical skill, he wasn’t sure how he could bounce back.

“I’d been left shocked and scarred by my experience. Not only did I have to accept my new physical state, but also the utter disappointment that I could no longer continue my career in the military – which I loved,” said Stephan.

“I had to re-invent myself, which without the unwavering support of my wife, family and friends, I probably would not have managed so well.”

Stephan knew he needed focus. As well as applying himself to getting physically fit, he decided that starting a new business of some sort was a route he wanted to follow. But he knew it needed to be completely new and exciting, and he’d always wanted to invest in property.

He first heard about Platinum Property Partners (PPP) from a former colleague who was also in rehabilitation. He explains: “I was sceptical at first, but decided to go along to a Discovery Day with him. Immediately, I was impressed

and convinced by the model and wanted to join straight away.

“PPP fitted perfectly with what we value. It was also an opportunity for me to have a business where I could be earning money in property and not having to do the 9 to 5 routine working for someone else. My wife needed further convincing however, but she got that by meeting Steve Bolton [PPP founder] and having all of her questions and concerns answered directly!”

Using his team and time management, problem-solving and planning skills developed in the military, Stephan has built a successful portfolio of three houses in multiple occupation (HMOs) for young professionals and key workers – in less than two years. On average they achieve a 15% annual return on investment and Stephan wants to keep growing his business until he retires, with at least 10 more properties under his belt.

The added benefit of joining PPP is that Stephan’s wife, Sadie, has been able to give up full-time work to spend more time with their two children. The passive income that they get from their property portfolio has also given them more time to spend together.

Stephan added: “Joining PPP has given us a focus and a great challenge! The most unexpected benefit is the feeling of being part of the PPP family; it’s a good step away from military life, to know that there is all that knowledge to call upon and the support behind you to help you and

encourage you to succeed.“The personal development that

PPP offers is fantastic too. We have more insight, aspirations and goals now. We want to achieve more and help more.”

Stephan’s advice to other ex-servicemen and women is this:

“Definitely look at franchising first, especially if you have no previous

business experience or knowledge. Choose something that is tried and tested

and where you get the opportunity to do some proper due diligence, which is vital.

“Try to speak to people who have done what you are doing and see how they found it. Make sure that what you choose to do fits with your skill set and is something you would enjoy. Also choose something that will give you good returns with a strong foundation in case times get hard again. Try to do as much self-development as possible.”

“I had to re-invent myself, which without

the unwavering support of my wife, family and

friends, I probably would not have

managed so well.”



For those whose family circumstances and needs are a little unpredictable – which is particularly common where children are involved – franchising could offer the opportunity that is needed.

The NatWest bfa (British Franchise Association) Franchise Survey revealed that the proportion of women running franchises on their own has risen to around 20% of the total number of franchisees whilst the number of married franchisee teams has remained more or less constant at about 21%.

Through the development of franchising, families have become a significant part of the industry. From husband and wife teams through to parents running the business alongside their children franchising can often be the platform for families working together. In many cases this can be a very attractive way to spend more time with the family. However, many families also consider franchising after one parent decides to return to work after raising children, but finds it difficult to get the right balance with employment.

Offering the benefits of self-employment; variable working hours, working from home/ remote working and the ability to prioritise according to your lifestyle, combined with a greater degree of security the franchise format is understandably attractive to many. Joining a franchise means that you are your own boss, but

you gain the right to run a system that someone else has proven will work. This is backed up by the benefits of trading under what may be a very well recognised brand name with support and training to help you succeed.

Covering the full scale of professional disciplines, franchising can offer numerous home-based businesses that can allow someone to better balance starting a business with various other commitments.

Franchising does not automatically mean that you can start in business with your partner and live happily ever after. Hard work, dedication and a professional approach is still required – and in many cases the start-up phase will requires many more hours than employment. However, many of the stresses put upon the family relationship are removed or reduced simply

by the fact that a franchise provides a proven business model, the brand, and all the other aspects that can floor many start-up businesses. This leaves the people involved to get on with actually making the business work and not worrying and arguing about the many strategic directions of the business.

Of course the people will still have to work closely with each other as part of the everyday function of running any business. It still requires a good level of enterprise and tenacity – but the difference may just be enough to allow friend and family to remain as such.

For those looking to find out more about franchising, it is advisable to visit one of the bfa educational franchising seminars: www.thebfa.org/franchise-seminars

Families In Franchising


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It doesn’t matter if you don’t have any experience in the property industry – we are looking for motivated, business-minded individuals who are serious about owning a successful estate agency.

Contact Gina today for more information – [email protected] / 020 7355 0200

EXCLUSIVE MILITARY SAVINGSAT MARSHALL MILITARY SALES

DISCOVERY SPORT - 12.5% MILITARY SAVINGS. Miltary on the Road Price £28,746.25 (Including a saving of £4,098.75)*.Introducing our most versatile compact SUV to date. The Discovery Sport is perfect for the great outdoors. A generous storage space of 1,698 litres and clever 5+2 seating makes for a great indoors too. Take advantage of your Military status and contact our dedicated military sales team.

JAGUAR XE - 18% MILITARY SAVINGS. Miltary on the Road Price £27,183.10 (Including a saving of £5,841.90)*.The most advanced, efficient and refined sports saloon car that Jaguar has ever produced. No other car in its category offers the same rigid, sports-style performance with co2 emissions from 99g/km and up to 75mpg. HM Forces personnel including UK based and former serving can get exclusive benefits. Please call for savings criteria*.

MARSHALL MILITARY SALES Jaguar Land Rover House, Mallory Road, Peterborough, PE1 5PTCall us on: +44 (0)1733 213231 or find out more online at: jaguarlandrovermilitarysales.co.uk*Models shown: Jaguar XE R-SPORT Diesel Saloon 2.0 180ps 4 door and the Land Rover Discovery Sport Diesel 2.0 TD4 - SE Tech Manual. Terms and conditions apply. Prices and savings correct at time of going to press.


Shared Ownership Housing

HOUSING

& FINANCE

SHARED OWNERSHIP SCHEMES ARE A CROSS BETWEEN BUYING AND RENTING; AIMED MAINLY AT FIRST-TIME BUYERS. YOU OWN A SHARE AND THEN RENT THE PART YOU DON’T OWN AT A REDUCED RATE...

Further Informationwww.helptobuy.gov.uk/ shared-ownershipwww.helptobuy.gov.uk/equity-loan/find-helptobuy-agenthttp://tiny.cc/ejwhdyhttp://tiny.cc/siwhdyhttp://tiny.cc/xhwhdy

i

With shared ownership, you buy between a quarter and three-quarters of a property. You have the option to buy a bigger share in the property at a later date.

These schemes are aimed at people who don’t earn enough to buy a home outright. Most of the homes available are newly built, but some are properties being re-sold by housing associations. All shared ownership homes in England are offered on a leasehold only basis.

Each country runs their shared ownership scheme slightly differently - see the links at the bottom to find out about schemes in Scotland, Wales and Northern Ireland.

Who can apply for Shared Ownership?The criteria for who’s eligible for the shared ownership scheme varies from country to country. In England:

■ First-time buyers or those who used to own a home but can’t afford one now ■ People whose combined household income is less than £80,000 (in London, it’s less than £90,000) ■ You rent a council or housing association property ■ You don’t have to be a key worker, such as a nurse or teacher, to apply for shared ownership but military personnel will be given priority over other applicants.

If you’re aged 55 or over, you can get help from another home ownership scheme called ‘Older People’s Shared Ownership’. This scheme is similar to a normal shared ownership scheme but it only lets you buy up to 75% of your home. Once you own 75%, you won’t have to pay rent on the remaining share.

If you have a long-term disability and cannot find a suitable home that meets your needs, you can get help with the ‘Home Ownership for People with long-term Disabilities (HOLD)’ scheme.

You can get more information on these two schemes from your local Help to Buy agent. See ‘Further Information’ below.

What’s the application process? ■ Speak to the Housing Team in your local council, or housing association, to see whether the scheme is available in your area

and whether you are eligible to apply

■ You don’t have to live in a council owned home to be

eligible. Look on the Share to Buy website - www.sharetobuy.com - to

see what properties are available in England, or First Steps - www.sharetobuy.

com/firststeps - if you live in London ■ Find out if you can get a mortgage. Not all lenders will give you a mortgage for shared ownership but many of the major ones will do so. You will still have to apply for a mortgage to pay for your share, and will have to undergo strict affordability checks by the lender. You will also be expected to be able to provide a deposit ■ Make sure you will be able to afford all the costs of home ownership; including

mortgage fees, moving costs, stamp duty, insurance, repairs, maintenance and, if it’s a flat in a block, your service charge. Remember that for Shared Ownership, although you own only a share of the property you still have to pay all of the maintenance costs

These schemes are aimed at people

who don’t earn enough to buy a home outright.”


Want to get Pathfinder direct to your door, free of charge, for as

long as you like?www.pathfindermagazine.uk

MOD Referral SchemeThe MOD Referral Scheme is coordinated by the Joint Service Housing Advice Office (JSHAO) to assist some service leavers to get accommodation via housing associations. Some housing associations ask JSHAO to nominate personnel as tenants for vacant properties. Being on the MOD Referral Scheme provides an additional route to secure housing.

The MOD have recognised that some service leavers have difficulty in accessing social and affordable housing. Through this scheme the donating housing associations are able to help people who otherwise may have problems being prioritised high enough to have a realistic chance of being housed by local authorities.

■ those who have difficulty proving a local connection ■ couples with no children ■ single personnelAdapted and sheltered (both supported and

unsupported) accommodation is also available through the scheme. Please ensure that any needs are fully explained on the application form, which can be found here: http://tiny.cc/dtwhdy

The JSHAO does not have housing stock and is reliant on the goodwill of housing associations and therefore there is no guarantee that applicants will be housed through the scheme. JSHAO cannot estimate how many offers they will receive, when they will be offered or where the properties will be located. All applicants are strongly advised to contact their local authority housing department and other housing associations and to consider all housing options in addition to applying for the scheme.

EligibilityApplicants must be:

■ armed forces personnel within 6 months of their discharge date ■ currently occupying service accommodation, the Services Cotswold Centre or a hostel

Applications for the scheme can be accepted from service leavers, married or single, and from separated spouses living in SFA. Single personnel are eligible until 6 months post-exit date. Personnel in service families accommodation (SFA) are eligible until they leave that service property. Please do not apply if you are ex-service or single and beyond the six months after your exit date.

If you own or part-own a property or are privately renting, you will not be considered for housing through the Scheme. Similarly, if you have sufficient capital to buy a property you are unlikely to be housed. Pensions and expected gratuities will also be taken into account when processing your application.

The application and referral processTo apply for the Scheme you need to contact the JSHAO to get and application for you can phone them on 01252 787 635 or email [email protected]

When you send back your application you will need to include evidence of the date on which you are required to leave your service accommodation.

For: ■ SFA occupants: a copy of the ‘Notice to vacate’ or ‘Certificate of cessation’ (provided by DIO within 6 months of discharge) ■ SLA occupants: a copy of MOD Form 1166 (available from Unit Admin Office) ■ overseas applicants: a copy of the ‘Certificate of cessation’ (available from the Station Staff Officer) ■ applicants following marital separation: a copy of the ‘Notice to vacate’ or ‘Certificate of cessation’ (provided by DIO at the start of the 93 day notice period)

All completed application forms should be sent to JSHAO. The address is: Floor 2 Zone 2. Montgomery House, Queens Avenue, Aldershot, GU11 2JN. The JSHAO advice line is: 01252 787 574.

Your application will be acknowledged in writing and you will be added to the database for consideration when properties are offered to JSHAO. Each property offer is assessed by allocation to a certain family size and consideration is given to applicants who have the location as an area of choice.

Applicants are then considered by priority: ■ medical discharges ■ redundees ■ normal service leavers ■ early termination ■ ex-serving irregular occupants ■ separated spousesThe most eligible and highly prioritised

applicant will be contacted and if they are interested in the property their details will be forwarded to the donating housing association. Tenancy agreements are between the nominated tenant and the housing association. JSHAO and the MOD take no responsibility for the tenancy. Applicants are restricted to one offer through the scheme.

FORCES HELP TO BUY – LATEST STATISTICSForces Help to Buy (FHTB) is an advance of salary scheme which was introduced in April 2014 and allows Regular Armed Forces personnel to borrow money in order to buy their first home or move to a new location.

Key Points and Trends ■ Between the 1 and 30 June 2016, 628 First Stage applications and 425 Second Stage applications were received under the FHTB scheme. First Stage applications are those which pass initial eligibility checks and Second Stage applications are those which pass detailed eligibility checks. ■ During the same period, 353 payments were made to Regular Armed Forces personnel. ■ As of the 30 June, 16,240 First Stage FHTB applications have been received since the scheme began in April 2014. 9,930 of these applications have proceeded to the Second Stage. ■ Since the scheme began payment has been made to over 7,600 applicants, totalling just under £116 million, an average of approximately £15,200 per claim.


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Looking for an affordable way to get on the property ladder?

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You can purchase from

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Buying a share in a new home is a great way to get your foot on the property ladder – it’s affordable, flexible and can cost less than renting the same home privately!


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Get a home, not a headache.

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See how easy it is to buy your own home with Shared Ownership from L&Q. You can cut through all the confusion and make an informed decision by watching our step-by-step guides online.

Shared Ownershipmade simple with

Serving military are prioritised


CAREERS

Steve Preston shares some of the keen insights into career change that appear in his latest book...

Winning Through Career Change is the definitive book on changing careers and inspired by encouragement

and positive feedback received from many readers, clients and the publisher of my first book ‘Winning Through Redundancy’.

In the light of their experience and success, they were quick to see the value of broadening the concept beyond redundancy alone. It became clear that the principles and process had proven to directly benefit anyone looking to make a winning career change and move into more fulfilling and rewarding work.

“Can you imagine how would it feel to wake up each Monday morning in the knowledge that you have an exciting and enjoyable week ahead, doing work you love? Wouldn’t that be just great?”

Most People Are Unfulfilled In Their JobsThe sobering statistics of research consistently shows that 1 in 2 people feel they are in the ‘wrong job’ and 2 out of 3 are unfulfilled in their jobs. It therefore follows that millions of people are unhappy and in the ‘wrong job’ or career. We all know people like this, don’t we? They are forever bemoaning their lot, but never do anything about it or just accept that this is the way it has to be...after all, you don’t have to enjoy your job do you? Or do you?!

Maybe You Recognise These Feelings?The reality is that only a small percentage of people ever take a ‘leap of faith’ and muster the courage, determination and conviction to take

positive action to pursue a career change. You might think this is just a special or elite group of individuals, but the reality is there is nothing stopping you from joining them...and I can show you how.

Change Your Thinking And You Will Change Your LifeBacked with case study evidence, I will show you how you can change your thinking so you can learn that you do have CHOICE and that you can take control of your career and life – not just now, but for the rest of your working life. Just think how good that would be.I will be sharing aspects of my personal career

change journey, together with many of my learning points...both lows and highs! The interesting and inspiring case studies have been drawn from a diverse range of clients from all backgrounds and age groups. Despite their circumstances, just like you they all had the innate ability to win through career change, to navigate their way to a brighter future and create a new and exciting career, having benefited from my guidance and direction.

Practical Career And Life ManagementEach successive Chapter of Winning Through Career Change directly corresponds to each respective step of my unique and highly successful

Career Navigation Cycle process. The book contains a wide range of specific exercises and tools as part of the process of helping you to achieve a successful outcome. My book aims to inspire you to get started on your voyage of self-discovery and ultimately ‘take the leap of faith’ to find a new fulfilling career or type of work that is just right for you.

To help you cross the finishing line and win

through, I will be providing some ‘Winning Steers’ and ‘Pit Stops’. These are periodic markers carefully placed throughout the book that have been designed to encourage you to take time out and momentarily stop to absorb what you have just read; to ‘refuel’ by considering the content and advice before getting back into gear and moving on. ‘Pit Stops’ are a necessary part of the strategy to win through.

Isn’t it reassuring to know that you, like me and the many case studies featured, will also come to ‘love Mondays’, enjoy the work you do and achieve a fulfilling life?

So, if you are: ■ Stuck in a rut, feeling unfulfilled ■ Unsure where your career is heading and

feel ‘lost’ ■ Not achieving or unaware of your true

potential or purpose ■ Looking at making a career change but don’t

know where to start ■ Considering starting your own business, but

are hesitant and unsure what to do or how to begin

■ Returning to work after a career break and seeking a new career and life path

■ ….then you will realise that by now ‘Winning Through Career Change’ was written for you!

Here are some key nuggets that are covered in more detail in the book:

The First Step To Change Is Self-AwarenessTo achieve your desired career breakthrough

and career change goals, it is important you understand that success is a journey, not a destination. There is a definite process to achieve a successful career change or transition. This is regardless of whether you are changing as a result of redundancy or you have just had enough of doing the job you currently do. ►

Isn’t it reassuring

to know that you, like me

and the many case studies

featured, will also

come to ‘love Mondays’, enjoy the

work you do and achieve a fulfilling life?”

ARE YOU AT A CAREER CROSSROADS?


Basically, there are no short cuts so follow the six steps and enjoy the journey!

Reframing Your ThinkingYou can do almost anything if you put your mind to it and believe in yourself. Your attitude determines your altitude! Winning through career change is about adopting the right mindset, taking the first steps then continuing to build momentum and positive action. To get started on the career change process, the most important aspect is to know WHY you wish to change career, because if the WHY is big enough, this is your call to action. By following my Six Step Career Navigation Cycle process, the job or career you change to and how you achieve this will ultimately follow!

The Importance Of Your ValuesEstablishing your values and needs, are the foundation to build an ‘authentic you’. Your values are what you hold dear and what is important to you in your career/life and WHY. Combined with your needs, these become the key drivers and ‘must haves’ in your next job or career in order to find work you love and be fulfilled.

You Are Never Too Young Or Too Old To Change CareersThe book showcases many real life case studies of people who have made career changes in their twenties to others who left it into their sixties before changing and doing work they loved. I have worked with clients who changed careers as late as 64 to set up their own business. When I questioned why they wanted

to do this rather than retiring the answer was a brilliant ‘you can only play so much golf and I want to keep the grey matter going strong’!

There Is More To Life Than SkillsSkills are undoubtedly important and in some very technical roles absolutely essential. You would want to be certain you were in safe hands if undergoing a major operation. However, you can learn new skills but are you aware of your true marketability? Establishing your true marketability is your ‘complete package’ and so much more than just your transferable skills. Unlocking your potential to understand who you are and what you have to offer a potential new employer or as a business owner will create a completely different perspective for you. This is Chapter 3 of the book, Step 3 and the heart of my 6 Step Career Navigation Cycle process.

What If You Have Lots Of Ideas About What To Do And Can’t Decide?The reality is if you reframe your thinking and start to think differently, what is to stop you utilising many of your favourite skills, interests, passions and talents and turning these into income strands? This is a totally different mindset, i.e. you are no longer thinking you must have a different job or career but instead you want to earn your desired level of income from a number of different activities. Learning about the ‘Portfolio Career’, well over a decade ago, completely changed my whole view of the world of work and was life changing, as it can be for you.

What Happens If You Don’t Change?One of the best motivators for making your career change happen is thinking about what happens if you don’t change. My experience is you will get ever more frustrated, it can impact on relationships (especially your nearest and dearest), your health often suffers, you will start to lose your energy and life can seem dull. Worse still, you were put on this planet to be the best person you can be but you will never achieve your true potential unless you step out of your comfort zone. Do you really want to be one of the millions of people constantly thinking ‘what if ’?

My mantra is “You spend more waking hours at work than in any other activity. Life is too short so why be unhappy. Take the ‘leap of faith’ and do what you love!”

You can do almost anything if

you put your mind to it

and believe in yourself.

Your attitude

determines your

altitude! ” Further InformationIf you are serious about changing your career and life then ‘Winning Through Career Change’ is the book for you!Winning Through Career Change – Six steps to navigate your way to a brighter future, is the second in a series of ‘Winning Through’ books and the follow-up to Steve Preston The Career Catalyst’s internationally acclaimed ‘Winning Through Redundancy’ - http://tiny.cc/75f8aySee www.steveprestonthe careercatalyst.com/winning-through-career-change/ for further details.

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RECRUITMENT

Electronic/Electrical Service EngineersWe are looking to recruit Electronic/Electrical Service Engineers to join our well-established ISO 9001accredited Medical Engineering Department.

We are a large department providing a Medical Equipment Management Service to two large NHS Foundation Trusts and who can offer you a challenging and rewarding career opportunity, where you will be part of a successful team providing a full range of medical equipment maintenance activities and clinical / technical support.

The role of a Medical Engineer at the Christie NHS Foundation Trust offers the opportunity of working on equipment which is at the forefront of medical technology and where you will serve as a member of a dedicated Healthcare Team within a caring environment.

The ideal candidates will be qualified to the following levels (or equivalent) in Medical or Electronic/Electrical Engineering:

Band 5 – NVQ4/5 (HNC/HND or Foundation / Degree)

Applicants with lesser qualifications, who can also provide evidence of experience, in the maintenance of complex electronic equipment, will also be considered.

For an on-line application, please see the Job Reference 413-CMPE16006N on https://www.jobs.nhs.uk

To find out more about the role, please contact Ms Andrea Wilson, Medical Engineering Manager on tel: 0161-291 4240, or via email [email protected]

Closing Date: 31st August 2016Provisional interview dates: September 2016


PATHFINDER THE ORIGINAL RESETTLEMENT MAGAZINE44 RECRUITMENT

Join the FDM Ex-Forces Programme We deliver:• Fully-funded Training• A career as an IT or Business Consultant• Ongoing pastoral care

fdmgroup.com

To find out more, join us at one of our monthly insight days in London, Leeds and Glasgow. To RSVP or to apply, please email [email protected] with your CV.

Partners with:


WE ARE RECRUITING Painters, Restorers and Multi-Skilled Operatives

Crane Drivers, MEWP Operators, C+E Drivers

Are you looking for a job in the construction industry, do you live in or around the London area?

Working out of our Park Royal depots on many of the UK’s landmark buildings, predominately in central London. Clients include; The Ritz

Hotel, Bank of England, BAFTA Building and Claridges

We offer great career progression, benefits, training and competitive rates of pay, also with the opportunity to work overtime on a full time

contract.

Please send CV’s to: 18 Whitby Avenue, Park Royal, London NW10 7SF

or email [email protected]

For further information please visit www.Cleaning.London Or call 0208 453 1494

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Driving Careers Competitive salary + benefits | NationwideAt Yodel, we’ve got more in common than you think. Like you, we’re all about pride, passion and progressing in a career we love. It’s not to be underestimated, this whole ‘getting you’ thing. Because it means when you leave military service, we understand what you need to get up and running with the next chapter in your life. Things like a full induction, support at every step and opportunities to put your existing skills to use in a job that makes a difference to people. After all, you’ve still got that drive. At Yodel, you’ll be rewarded for it.To find out more, visit yodelcareers.co.uk

YOUR DRIVE HASN’T CHANGED. EVEN IF YOUR VEHICLE WILL.

PATHFINDER THE ORIGINAL RESETTLEMENT MAGAZINE46 RECRUITMENT

The Civil Nuclear Constabulary (CNC) is an armed police force, keeping the nation safe from harm by securing the integrity of civil nuclear material. Our primary function is the protection of licenced nuclear sites not used wholly or mainly for defence purposes and the safeguarding of nuclear material in the UK and elsewhere.

Police Offi cerEntry point salary £23,025 (rising to £25,700 after training)The facts: we have some remote locations; you will need to live in close proximity of your allocated site and our offi cers work 12 hour shifts.

The opportunities: 16 week foundation training course; unique fi rearms training and after 24 months you can apply to join one of our specialist teams such as fi rearms instructor, dog handler or escort team.

You will be required to achieve medical and fi tness standards as part of the application process, and these must be maintained and demonstrated throughout your career with the CNC.

Successful candidates will be required to relocate at their own cost, if applicable.

For more information and to apply, visit www.cnc.jobs or contact the Resourcing Team on 01235 466666.

CNC is an equal opportunities employer.

CIVIL NUCLEAR CONSTABULARY

DETER, DEFEND, DENY, RECOVER

Employers Get Gold For Their Support For The Armed Forces

NEWS

Twenty-two employers have struck Gold in this year’s Employer Recognition Scheme (ERS), Defence Secretary, Michael Fallon, has announced.

The scheme is designed to recognise and thank employers who are supporting Armed Forces personnel and their families.

Examples of the support being provided by this year’s winners include offering employment opportunities to veterans, helping Reservist employees to complete their military training and ensuring that Service personnel and their families are treated fairly.

This year’s winners include large and small organisations from across the country, representing the public and private sectors, selected through a rigorous boarding process.

The awards go to:AECOM, Atos UK Ltd, Bank of America Merrill

Lynch, Boeing Defence UK Ltd, Bureau Veritas, DJ Rees Decorating Services Limited, Doncaster Council, Dundee City Council, Hampshire

County Council, HSBC, Kier Group, KPMG, Nationwide Building Society, Nottinghamshire Healthcare NHS Foundation Trust, Pertemps, QinetiQ, RBS, Scottish Ambulance Service, Surrey County Council, TA Plastic Supplies Ltd, United Utilities and Waves Training Solutions Ltd.

Congratulating the winners, Mr Fallon said: "Every year the level of support from companies across Britain for the Armed Forces continues to grow. This commitment is making a real difference to everyone who serves and their families – whether giving Reservists more time to train or supporting veterans or spouses, they embody what the Armed Forces Covenant is about."

To qualify for a Gold Award, employers must not only pledge their support but become advocates, encouraging others to do likewise.

DJ Rees, a small decorating company based in Merthyr Tydfil, has worked with Reservists and the Reserves in Wales for a number of years. Welcoming the award, Managing Director Mr David Rees said: "We were tremendously happy just to be nominated for a Gold Award, let alone to actually win one. It’s such an achievement, and I’m so happy.

"This is our 25th year of trading and winning this award has to be one of my proudest moments in business. As an employer I believe in supporting the Armed Forces. It’s important to be flexible and understanding with my staff who are committed to their service. It’s a priority to me and will continue to be so in the future."

Another winner, Kier Group, was instrumental in the development of the pilot for the Armed Forces Employability Pathway (AFEP) that aims to get the long term unemployed into work. Chief Executive Mr Haydn Mursell said: "We are very proud to have been awarded ERS Gold, which really underlines our commitment to working with the Armed Forces.

"As a national business with close regional links, we’re well-placed to advocate the benefits of Reservists and service leavers – a technically skilled, motivated workforce – around the country, and are keen to maintain our support for Defence personnel and their families. Our people are at the heart of everything we do, and by bringing this motivated, driven pool of talent into our business, we all benefit."

RECRUITING.thedevelopmentinitiative.com/job-opportunities/

TDI provides a number of services to organisations in both humanitarian and commercial sectors including landmine clearance, UXO disposal, CIED training, IEDD and Search Training and remote logistics solutions. To date, with ten years of operations, TDI has successfully undertaken over 50 projects in 13 countries and often have contract positions available for Project Managers, CIED and IEDD Trainers and Mentors, Technical Field Managers, EOD Qualified staff, Medics and all associated support staff.

[email protected]/TDI18

www.thedevelopmentinitiative.com

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TDI ADVERT - Pathfinder JULY 2016.ai.pdf 1 27/06/2016 1:11:55 PM

PATHFINDERAUGUST 2016 47RECRUITMENT


Run your own Credit Management Solutions ConsultancyCPA Online is a division of The Credit Protection Association plc (est. 1914). We provide innovative and effective credit management systems to businesses who supply on credit account. Our online credit intelligence helps these businesses to avoid losses by avoiding non-creditworthy customers. We also help with late payment issues, with a guaranteed system of prompting slow-payers to settle their overdue accounts (direct to their suppliers). On average this resolves over 80% of all accounts within days, without harming the trading relationships.

All businesses need positive cash flow. The sharing of CPA’s experience and knowledge can be quickly turned into sales revenue. Your Services background may already have given you the attributes we seek as to be successful in business, you must be: Confident, assertive, self-motivated and disciplined enough to follow the carefully prepared plan! If this describes you – and it should, our training and support will give you everything else that you need to thrive in partnership with CPA.

What Franchisees receive:Regional Offices and Mentors to support and physically help make an excellent financial return. An ever-growing fi nancial asset while enjoying an above-average income.

• Exclusive territory • Revenue from repeat business • Marketing campaign • Comprehensive initial and ongoing trainingAnd much more...

What you will need:• A reliable vehicle • Determination to succeed • Ability to deal at directorship level • A dynamic, proactive and realistic work ethic • Minimum investment of £5,000 and be eligible to obtain funding

for the balance of £9,750 (excluding vat.) • A desire to earn a minimum of £50,000 in year one

The Credit ProtectionAssociation

Enquire TODAY to learn more about this profi table and exclusive franchise opportunity! Email [email protected] or call Peter Uwins on 020 8846 0000

Better Leisure Centres are now hiring Recreation Assistants (Lifeguards) across West Oxfordshire where we are offering subsidised housing for relocation.

As the UK’s largest leisure social enterprise and a not-for-profit organisation, we invest in our facilities, projects and people. If you’ve never been a Lifeguard before, don’t worry we may be able to help facilitate you taking the National Pool Lifeguard Qualification course - find out more when you apply.

It’s more than a Lifeguard job – it’s a career. To ensure you stay at the top of your game, we offer training with practical and theory elements, the scope to progress and variety like nowhere else. If you’re calm, responsible and a natural with people from all walks of life, you’ll ensure our customers have the best possible experience – in terms of enjoyment, safety and hygiene. In return, you’ll enjoy progression and great benefits including uniform and discounted leisure centre membership.

To find out more and to apply, visit: www.glljobs.org and search Recreation Assistants (Lifeguards).

WITH YOU, THEY’LL NEVER BE OUT OF THEIR DEPTH. Recreation Assistants (Lifeguards) Up to £15,210 pa + training + benefits + subsidised accommodation provided for relocationWest Oxfordshire

GLL is an equal opportunities employer and welcome applications from all sections of the community. Better is a registered trademark of GLL (Greenwich Leisure Limited), a charitable social enterprise. Registered address: Middlegate House, The Royal Arsenal, London SE18 6SX IPS Registered No. 27793R Inland Revenue Charity No. XR43398

340867_GLL_InternalComms_Recruitment_Generic_Adverts_Recreation Assistant_(Lifeguard)_Pathfinders_124x180mm_V2.indd 127/07/2016 11:17





WITH YOU, THEY’LL NEVER BE OUT OF THEIR DEPTH. Recreation Assistants (Lifeguards) Up to £15,210 pa + training + benefits + subsidised accommodation provided for relocationWest Oxfordshire



WITH YOU, THEY’LL NEVER

BE OUT OF THEIR DEPTH.

Recreation Assistants (Lifeguards) Up to £15,210 pa + training + benefits + subsidised accommodation provided for relocationWest Oxfordshire







WITH YOU, THEY’LL NEVER

BE OUT OF THEIR DEPTH.

Recreation Assistants (Lifeguards) Up to £15,210 pa + training + benefits + subsidised accommodation provided for relocationWest Oxfordshire









What does it take to get 75 million journeys off to a flying start?People like you. Security Officers£21,900 (pro rata) + benefitsFull and Part-time OpportunitiesHeathrow

Here at Heathrow, there’s a lot more to security than you might think. While checking documents and keeping an eye out for anything suspicious are an essential part of a career as a Security Officer, it’s also about offering the kind of first-class service that gets every journey off to a flying start.

That means giving each passenger a warm welcome – and a great send off. It means treating them with empathy and understanding. And it means doing everything possible to help them pass through the airport safely and smoothly.

You don’t need to have a security background to join us. What’s important here is your natural ability to look after our customers from all walks of life and from all corners of the globe.

No matter where you come from or where you want to take your career, if you’ve got what it takes to make customers feel at home at Heathrow, we think you’ll help us deliver our vision of the best passenger service in the world.

Explore our world at www.heathrowairport.com/careers

Pathfinder: The Original Resettlement Magazine (August 2016)

Business

Transcript of Pathfinder: The Original Resettlement Magazine (August 2016)