RNR Manning - 1500 leave, 750 join since 03

Jim30

Lantern Swinger
These statistics were in Hansard today. It makes very depressing reading:

First figure is the "inflow" - i.e. new entrants. The 2nd is outflow - i.e. those leaving.
Number
Inflow Outflow
1997- 98
590 / 400

1998-99
440/ 320

1999-2000
600/ 470

2000-01
560/590

2001-02
680 / 560

2002-03
540 / 570

2003-04
280 / 540

2004-05
200 / 530

2005-06
270 / 430

Since 2003, 750 people have joined the RNR. In the same time 1500 have left. Says it all really...
 

persona_non_grata

Lantern Swinger
Shows the effect that Telic had on recruitment quite well though - drop from 540 in 2002/3 by half to 280 in 2003/4 and an unsurprising minor drop in 1998/9.
Such are the joys of Labour governments :roll: :evil:
 

dubaipusser

Lantern Swinger
The 'leaving' figures have been pretty consistent over the last few years reflecting something probably more akin to a natural retirement pattern.

1997 was the night of the long knives (aka Options for Change) so a lot of people were pretty unceremoniously binned around that time as units closed and branches were realigned which could explain the relatively benign wastage rates in the following 2 years.

The problem would appear to be recruitment and, at the risk of accepting that the 'authorities' may have it right (and oh how I hate to consider such a possibility) perhaps the often quoted priority on recruitment is right.

Retention (still vital to survival), despite comments about haemorrhaging of the current profile, appears to be no more a problem now than it has been for the last 6 or 7 years and it is attracting the new blood that is causing us problems.
 

rogerthecabinboy

Lantern Swinger
How do the Functional Employer hope to recruit when we are invisible.
Look at the gucci TV ads for the TA. Get fit army style, gliding, rock climbing etc etc. Fcuk, i thought about swapping over; then realised it was PR bullshit. But- it raises recruitment levels. Spend some cash , not just on RN TV ads, but Reserve ones too.
End of rant :sad:
 

PartTimer

War Hero
rogerthecabinboy said:
How do the Functional Employer hope to recruit when we are invisible.
Look at the gucci TV ads for the TA. Get fit army style, gliding, rock climbing etc etc. Fcuk, i thought about swapping over; then realised it was PR bullshit. But- it raises recruitment levels. Spend some cash , not just on RN TV ads, but Reserve ones too.
End of rant :sad:

I did think that but heard a very persuasive agrument last week that we shouldn't be wasting millions on brand awareness, but just doing the plain simple stuff like sending someone around to the local CCF and Sea Cadet units every so often. That isn't happening in many, many areas.

We also need to improve the ratio of those attending recruitment evenings to actually sign on the dotted line. 3 to 1 is the best I've heard so far - at least one unit is orders of magnitude worse. We're also suffering from so many specs being closed to recruitment over the last few years.

For those that are leaving because of Telic, good riddance. If you take the pay, then won't stand to then I for one don't want to serve alongside you. I think only a minority have left because of Telic in any case - much of it is a generation of people leaving, and that is set to get worse. Many seemed to have stayed for the RNR100 celebrations before leaving.

Retention is a big problem - not helped by constant cuts in the units, to travel, AT etc.
 

mad_muppet

Badgeman
Interesting statistics. It would help understand the figures if we knew how many of those who left actually went voluntarily or were discharged due to age? I think that the demographics could tell us a lot.

I wonder if any analysis is ever done with the personnel side of things in the RNR. How long people stay in for? What is their reason for leaving? I know we all had a survey a few years ago but not sure what came of it and the results were used, if at all. Maybe exit surveys should be completed for people who leave?

I agree with the comments about people leaving post-Telic. A personal choice but you can't expect the cash without the commitment.

Cuts and the lack of communication from CMR isn't going to help matters in the coming months/years.
 

itsamuppet

Lantern Swinger
I Agree with Part Timer, we seem to missing the obvious recruitment catchment area. The CCF, SCC, VCC and Sea Scouts are areas we should concentrate on. I recently visited a Sea Scout unit to initially prepare for Remeberance parade, but whilst there answered lots of questions about how to go about joining and what was in it for them. Many saw it as a stepping stone to a full time career, but others wanted to carry on doing what they enjoyed, and the pay was a bonus.

I did 10 years in the Volunteer Cadet Corps, all our instructors where serving Sailors, my father was a Submariner, but it wasn't until I left the TA that I found out about the RNR.

If this is still the case no wonder we aren't getting people in through the door. Surely this pool of like minded individuals already used to the Navy discipline and Ethos are perfect for what the RNR requires, dedicated young men and women with a love for the sea.

And the cost virtually nothing. My unit has a SCC unit and RMR VCC unit next door. I don't know of anyone who has joined us from any of these establishments. Nor do I know of anyone from my unit giving a talk. Considering they meet on the same night as us this is ridiculous.

Perhaps the SCC will see this as poaching their prospective instructors, but surely they can see the benefits to themselves of closer ties to RNR units.

Enough Said
 

ToryBoy

Midshipman
There needs to be a proper audit of reasons why people are leaving.
We could then address the issue perhaps.

So a leavers' survey is vital. If a comercial company were loosing customers on this scale, they would make every effort to find out why, and modify what they offer.

I think we should do the same.

It is said that in politics, nothing is ever as good, or as bad as it seems. I wonder if that is the case here, and perhaps the figures will pick up naturally?
 

Manny

Badgeman
The TA/Army adverts were very smart, but the Army has admitted that they cost many £millions and recruited practically no one. This does not explain why the RN is keeping such a low profile.

My unit is doing some analysis of leavers, while some are due to retirements (and the RNR age profile is suggesting that the numbers will dive even more, due to the aging population), the majority are leaving between 5 and 10 years after joining. The problem is that it is all very well trying to do exit interviews (and the like), but the person has already left (or stopped attending) and this is far to late in the day.

The RNR is not like a real job, people do not work out notice, they just stop attending. I think everyone knows the problems, late cancellation of training, training that is not challenging etc, the problem is that CMR are not doing anything to fix it!
 

brummiebloke

Midshipman
In terms of recruitment I do not understand why the RNR does not target sports events. Take a premier league or even championship football match, 15000 - 60000 people as a captive audience. If you get just 0.5% that show interest then you have 75 - 300 people that are potential recruits. 50% then turn up for a recruitment night and you have 37 - 150 people. Based upon the 3:1 ratio already mentioned then you get 12 - 50 new people that will stick with it.

And thats all based on just one sporting event. multiply that by the number of sporting events in an area or even the country and the numbers really ass up.

Can I take commission on this ????
 
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