branch transfer

Discussion in 'Royal Naval Reserve (RNR)' started by fleetchief, May 21, 2010.

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  1. Hi,
    looking for acquired knowledge, from anyone with worthwhile input;
    I am looking to achieve mobilisation on Herrick, currently in Sea Res so little chance.
    Has anyone from SR transferred to loggie/ info ops/intel branches successfully?
    if so can you give me heads up via PM, on how this was facilitated?
    many thanks.
     
  2. You won't get near Int or InfoOps unless you meet their requirements for entry, and even if you do, there are limited opportunities for deployment unless you complete all of the required training first.

    Your best bet would be to talk to SO1 Logs and volunteer for one of their roles. From what the J/Rs have been doing, it's blanket stacking.. but will get you out there.

    You don't even need to change branches, as long as your chain of command is happy with you volunteering. Only problem is that as they're short on Sea Res people for the existing mobilisations, Sea Res may not release you.
     
  3. Purple_twiglet

    Purple_twiglet War Hero Moderator

    Doing anything with the Int branch is by succesfully completing the selection weekend only (and this has a fairly tough pass/fail ratio) - one has just been held, so there wont be another until much later this year. You then need to do a very comprehensive training course which will take around 2 training years to complete.

    Without wishing to sound harsh, there is no realistic chance of you doing a HERRICK with Int within the next 3-4 years given the timelines involved.
     
  4. FleetChief
    Do you have my email or mobile? as if we chat, I will see what I can do, can't promise, (as it has already been pointed out, the SeaRes branch is at a pinch point) but if you don't ask you don't get.
    Cheers
    SO2Seaman
     
  5. I love this attitude (and I'm not having (another) pop at SO2 Seaman). The "needs of the service" seem to dictate that we funnel people exactly where the service needs them. What happens if the RNR don't let him transfer - do we really think he'll hang around, or will he just drift away, more than a little unsatisfied with his lot? And if he drifts away, have the "needs of the service" been met, by keeping him, if only for another 6 months.....?
     
  6. Just join the TA.

    It's better.
     
  7. What's not to like? :D
     
  8. That is precisely the attitude. I'm in the process of transferring from one branch to another, as I expressed concern that my current branch has nothing to do at all - the response was along the lines of if you don't like it, leave. So I've put a transfer request in.

    However!! If NPT(Res) choose not to accept it, and as my current branch aren't happy that as an AB with 13 years experience, I have dared to question them.. they'd rather see me resign.

    Recruitment and Retention are the big buzz words, however, recruitment is the only one that is taken seriously.
     
  9. Branch transfers are taken on a case by case basis, the current branch have to be content to let you go, and the requested branch have to be happy to take you, then provided there is space in the branch then your request would be approved. However, if you are in a shortage branch or the branch you are requesting to go to is overborne then it won't happen. Be aware that on branch transfer seniority reverts to the date of transfer, which can of course have an effect on your eligablity for promotion.
     
  10. What promotion? I'm in the RNR!

    The LH of the branch I'm going into was an LH before I knew him - and that's been 10 years. We've got no S/Rs at the Unit for that branch, yet there are 18 LHs to be promoted above him before he gets there. I know LHs with 15 years in rank etc etc etc.

    I know we can only promote to fill slots, but with the number of LH, PO and CPOs leaving within the next five years, all we're going to end up with is a bunch of semi-trained LHs and a few acting POs..

    Sod seniority. I've been an AB for over a decade, qualified for LH in two branches, and I'll be an AB the day I resign.. in another 15 years time. I'm under no illusions about that. I just want to be able to provide a useful service - get trained, do a job, mobilise doing said job, then come back and teach the youngsters until the next mob. The whole "don't worry about it, we'll sign off your bounty" is really getting old.
     
  11. See above
     
  12. But the TA don't stay in hotels and they make you exercise!!! :cry:
     
  13. Purple_twiglet

    Purple_twiglet War Hero Moderator

    THis is an interesting dicussion and one that will continue to remain relevant. We have an interesting dilemma here - the majority of deployed billet requirements for some time now seems to have been for AB/LH and not PO/CPOs (the odd one is there, but not many). So, if we're here to support the functional employer, then we only need a lot of AB/LH billets and a small number for wider branch management.

    Being cyncial, the average life expectancy of an RNR career for most seems to be about 5-6 years at present - in other words we recruit, provide a body for a tour and chances are they go away again.

    We need to look at how branch progression works, but I think we need to be honest with the Rating corps and make clear that an RNR career is about working at AB/LH level and that wider promotion is likely to be the exception rather than the rule for most people - lets stop kidding people that they're going to make PO/CPO , when most of them won't. It won't cheer people up, but if we're honest, at least people know the score.
     
  14. P_T connect your comments to the multitude of threads on the TA forum over on ARRSE. There is some real consternation about the TA moving to solely providing IAs for "the War", hence breaking the wider objectives of the TA....
     
  15. My post said eligability for promotion if you are thinking of doing something then you need to know the full picture and the possible effect.
     
  16. Purple_twiglet

    Purple_twiglet War Hero Moderator

    Alfred

    I'm following that thread as well - its an interesting discussion. I think the problem is that we don't seem to know whether we're a force to generate [email protected] as required by our functional employer in specific areas (accepting risk in areas where we aren't needing bodies) or whether we are an all encompassing 'mini RN' with rank structures and branches to boot, providing smaller numbers of people, but keeping the 'just in case' option.

    Personally I favour a mix - an initial 5yr engagement for all personnel in the AWFP branch, with the requirement to complete an Op Tour (or waiver if no reqt by NPT(RES)) prior to transferring to other branches for deeper training. That way we keep the people going out on tours and getting value from them, while hopefully providing a 'retention carrot' at 5yr marker (where we lose at least 50% of our people) to try something new, and boost longer term retention.
     
  17. There goes the medical branch reserves then. Frankly, I really don't see the need to turn the RNR into AWFP - with the on-going evolution within the RN to achieve the aim, with the long term result of maximising our own capability, I'm not sure why we need an increase in them.

    Actually, there are many other niche roles I'd rather people did before getting excited about mini-guns and gangway duties. I suspect speeding up the entire recruitment and initial training pipeline would probably reduce wastage (and retain people). And what happens after we leave Afg, not many Op Tours going to be available then! And do we really want all of the RNR to do 22 years? Does the wastage at 5 years serve our purpose? A conversation that's been around the buoy more than once on here.....
     
  18. It certainly is a conversation that's been around for a while now, and usually crops up every time CMR or someone from his staff makes an appearance at a Unit.

    I've been in for 13 years now, and am one of the longer serving JRs at my Unit. I used to hate not being able to get promoted, now it doesn't bother me. What annoys me is when you work with the RN, you're treated as an AB despite having the training and skills to work as a PO or above, simply because you've done the course due to a lack of anything else to do.

    I like the idea of spending time in SeaRes/AWFP initially, unless you're coming into a specialised branch such as Nursing. But CMR really needs to clarify what our role is - are we acting as filler for Afghanistan and other conflict areas, in which case it does need to be explained to the new recruits that promotion won't happen as that isn't where we're needed, or are we a mini-RN in our own right? I assume the former, not the latter.

    What does amuse is that we're being told to recruit more JOs as we don't have the numbers we should have. I know a lot of senior ABs who would make good officers, and will mobilise, but don't have the educational quals so won't get a commission, and I know a lot of JOs who won't mobilise as they're too junior and have a training matrix that will last the next five years before they even think about mobilising.

    Either way, I think that CMR needs to decide what is needed from us.. it won't change the way that I work, but it will help educate the young'uns now joining.
     
  19. Purple_twiglet

    Purple_twiglet War Hero Moderator

    Its an interesting situation we find ourselves in - we seem to have fallen into the area of being available to fleet as their temping agency to provide the AWFP bods as one of our main priorities, backed up by other tasks on an 'as required basis'.

    We are increasingly facing a crossroads - we can go down the road of purely providing IAs to fleet and doing bespoke roles - in which case is the remit to provide a 'staff trained, joint aware' officer who can go for PJT courses - and thus remove the branches all together, or are we here to generate specialist roles and also provide reinforcements.

    I don't know what the answer is - as noted, I do like the idea of an initial engagement as it means we get people on tours (while the reqt is there) and then do deeper training at a point when they've got experience and so on. Personally, there is a strong argument for not raising CW papers for the initial engagement, so as to get some wider experience, and then go off for YO training - we seem to need AB1/LHs and senior SO3 / SO2 in abundance at present, but its increasingly difficult to generate these people (take a look at our age profile and you'll see our long term slow run into extinction in demographic terms).

    I think SDR needs to look long and hard at how we do this, and it may well suggest things that upset a lot of us.
     
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