When will COMMARES realise that RETENTION is an issue?

Jim30

Lantern Swinger
coming out of a recent discussion, I hear that the powers that be are looking at our recruiting syllabus AGAIN to revise new entry training.

When are those in charge going to realise that its not recruiting we should be worried about but retention?

The N/E is ok, but fast forward a few years and people start walking for a multitude of reasons. Why are we not seeing a huge effort by COMMARES to keep the people we're recruiting.

What issues do people here think are retention issues? To me its turning up for drill nights, having nothing to do, then asking for a job to be told 'we have a job but 1LT needs to tell you about it'. Then to discover that it takes weeks for that to happen. All the while I'm wasting my Tue evenings for no discernibly good reason.

Anyone else want to say whats affecting their retention?
 

dunkers

War Hero
After finishing new entry training, everyone seems to be forgotten about - nobody knows where to go or what they will be doing on a drill night. This lack of organisation puts people off, and so they leave...
 
Sorry in advance for participating but...

In the RNXS whilst at HMS President we had a pre-arranged training timetable worked out well in advance by the Training Officer for each Branch - including encouraging members of the class to take a class themselves - a nerve-wracking experience. I had always assumed the RNR did the same as your Officers used to periodically train alongside us Ratings. Perhaps that's just a President thing?

If not, then perhaps the RNR should learn some lessons from the now defunct RNXS and draw up a timetable for 12-16 weeks at a time and stick to it. An unpaid, voluntary, office job for some ex-RNXS'ers perhaps? :wink:

When can I begin? :lol:

Steve.
 

FlagWagger

GCM
Book Reviewer
Always_a_Civvy said:
If not, then perhaps the RNR should learn some lessons from the now defunct RNXS and draw up a timetable for 12-16 weeks at a time

Looking good, that's what we already do....

Always_a_Civvy said:
and stick to it.

But this bit here is the problem. :)

In my experience, training programmes are produced on a termly basis, but tend to be disrupted at short notice by: VIP visits, drill for short-notice events, VIP visits, mandatory drug/alcohol/security lectures, VIP visits, etc. In the last couple of years the turmoil affecting the various branches hasn't helped - the basis of training has been less than clear and training plans have been consequently disrupted.

Always_a_Civvy said:
An unpaid, voluntary, office job for some ex-RNXS'ers perhaps? :wink:

When can I begin? :lol:

Sorry AAC, no vacancies - the Training Co-Ordinator is a role already occupied by one of the RN Permanent Staff.
 
FlagWagger said:
Sorry AAC, no vacancies - the Training Co-Ordinator is a role already occupied by one of the RN Permanent Staff.

Damn! Will I never be able to wangle myself into a sailor's uniform legitimately! And I so fancied myself in the flared trousers... :( :wink: :lol:
 

sulzer

Lantern Swinger
RNR Training: HMS Wessex developed a continuous circular JR training programme which enabled a new recruit to join yhe cycle at any time and continue until all modules were completed. Waiting to be "classed up" has long been a retention problem. RNXS and RNR training cannot be fairly compare as the personnel were quite different, the RNXS with lots of experience of life as opposed to the younger RNR recruit.
 

WarMonger

War Hero
Always_a_Civvy said:
Sorry in advance for participating but...

No need to apologise I know some people have castigated you for daring to join a conversation on this forum....bollocks to them...!!

One of the problems with the RNR are there are too many people in positions of importance that either:

1) Are not of this planet
2) Are simply in the RNR for the uniform
3) Are not interested in listening to any views other than their own
4) Find satisfaction in the RNR from listening to their own voices on a frequent basis whilst not having a fecking clue about life at the coal face

All of which have a negative effect on retention.!!

Any opinions are welcome good or bad they cant be any worse than some of the drivel Ive seen on here and heard from the horses mouth out and about the bizarres!
 
WarMonger said:
Always_a_Civvy said:
Sorry in advance for participating but...

No need to apologise I know some people have castigated you for daring to join a conversation on this forum....bollocks to them...!!

One of the problems with the RNR are there are too many people in positions of importance that either:

1) Are not of this planet
2) Are simply in the RNR for the uniform
3) Are not interested in listening to any views other than their own
4) Find satisfaction in the RNR from listening to their own voices on a frequent basis whilst not having a fecking clue about life at the coal face

All of which have a negative effect on retention.!!

Any opinions are welcome good or bad they cant be any worse than some of the drivel Ive seen on here and heard from the horses mouth out and about the bizarres!

:D
 

M1113

Midshipman
Retention of our trained people is a greater challange when recruiting. How can the RNR compete for money from the RN when some Units are down in numbers to the 60s and 70s?
If M&S had a store which was not selling enough they would close it down.
Why are people leaving? Quite simple: They are not enjoying the RNR any more.
Solution? Not quite so simple. Strategically make the RNR enjoyable.
eg meaningful roles, structured training programmes giving a sense of achievement plus the "Navy ethos" (Flag Interco "Uniform" perhaps some sea time? Dangerous ground this)
 

Old_Hand

Lantern Swinger
From the briefings that we have been having recently in our unit, we have been left in no doubt that the RNR have arrived at a point where something drastic has to be done to stop the rot before we sink without trace. In our unit there are plans afoot to drastically change our training structure from the old way of thinking, i.e. same old mind killing specialist branch training week after week, to more whole unit training which will hopefully give people the interest to remain in the RNR. The plans are still being formulatted at the moment but it is hoped to be in place for the New Year. We can only hope that it works, ony time will tell.
 

GCYZ

Lantern Swinger
I feel that part of the problem is 13 units coming up with 13 different plans to recruit, and retain, when it needs to be gripped centrally.

Is part of the problem the greater importance placed on the role of the unit as a career manager rather than the branch? I am a big supporter of the need to have RU's as a focus on a week to week basis but surely the branch should be the dominant figure in the career management of the individual and should have a greater role to play in the authorisation of training.

On the whole, XO's and SM's do not understand what is required in practical terms to get a new entry from AB2 to PO, or (perhaps more importantly) the need to stay current within a role. Are DIS and MRS examples of how training should be managed.

It also strikes me as odd that a Unit should write a promotion report for an individual, when they are being promoted to carryout their operational role, not their unit role. How often have we seen people get promoted because the unit thinks they are a good egg, but the head of branch has had no input and may have a different view.

Do we need a dual system. The unit remains’ the weekly focus, administering pay, travel, general naval and military training etc. And the Branch becomes responsible for career management? (Please don’t ask how I would put this into practice)
 

mad_muppet

Badgeman
It wasn't that long ago we were being told that attendance at the RU would not carry the same importance as it once did and that the training would all be done at Lead Schools. This was in order to reduce duplication and get some degree of consistency in the training. Also a lot of the training aids are costly and could only be available at Lead Schools. Seemed to make a lot of sense.

However, as with all things, it has turned full circle and the RUs are again in the ascendancy. If you don't turn up for a couple of weeks, then you may get phonecalls or a letter asking where you are. I think the WUA has also had a part to play in this. However, apart from NGT, very little goes on in unit apart from the admin/travel/booking training side of things. If you have the national training programme for your branch and you know there is nothing happening for a month or so, should you have to attend the RU?

You are spot on when it comes to promotion and advancement and the whole RORRS process. I've seen some people advanced solely due to their unit comtribution whereas in their operational role, they are sadly lacking.


There should be some kind of balance in the reporting. If a rating's DO is not in the same branch and is relying on an informal chat with the rating prior to drafting the RORRS, the report will not be truly objective.

I also think that some branches may struggle with any additional burdens.
 
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