So for context, in my current CCF (RAF) section, we offically have 80 cadets on out books, but we’ve got way too many NCO’s, in total we have 2 CWO’s, 5 FS’s, 7 SGT’s, 7 CPL’s and 13 L/CPL’s. Indeed most of the NCO’s who are above the rank of Sgt’s are in Year 13, so they will age out relatively quickly leaving an opening for another round of promotions, with there potentially being 2 CWO’s, 4-5 FS’s and 5ish SGT’s.
But there there are **two main problems. Firstly, the vast majority of NCO’s would have never been even promoted to the rank of Cpl in the ATC as they simply do not have the experience and knowledge to be an adequate NCO.
The second problem is that according to ACP 3, Section 5 which was made for CCF (RAF) Sections it lays out how many NCO’s there should be for the unit size, where we completely do not follow it in any way shape or form. Moreover, we also simply do not have the CFAV strength for the our section as we only have one APO as OC and one Flt Lt who’s leaving in June.
With the context above, what should I do to potentially solve this issue, as I have been privately told that I’m going to be appointed CWO in April and I have to run the section, but I do want to follow the rules and regulations, instead of just using the precedence which is appalling. (additionally, one of the current CWO prefers using myself and a few other NCO’s who are/were in the ATC to help them run the section, which shows how the SNCO’s know that the majority of NCOs are incompetent)
I wouldn’t worry about the establishment scales too much, you have a lot of cadets and not many CFAV so I think going outside of those is easily justified.
What you probably need to focus on is getting your current NCOs to be more effective. As you only have a couple of CFAV they will be relying on the Cdt SNCOs heavily for that.
Have you tried speaking to your staff about their approach to promotions? If there are genuine issues with the standard of NCOs then you should raise that.
It was always very much a guideline even back in the early 90s when I was a cadet.
Don’t worry about the numbers per se. The key bits are
the current effective NCOs
your successor
the new SNCOs
the new cpls
Your section commander may also have ranks & promotions dictated by contingent policy and their may be other reason. So don’t worry about the numbers ratio as that’s a problem for CWO 2028
Look at running a leadership cadre & also see if your local ATC Sqn can help in terms of quals or uniform & drill standards.
Beware ATC NCO standards/ expectations as Leadership will not translate so well as the leadership style for cadet NCOs in the ATC varies considerably & may not be compatible with the manner that your CCF works (it’s not that they have poor leadership but the style & the role requirements vary considerably)
Also use the heads of the other sections to support & come up ideas - it may require some additional weekends training so see if you can arrange this for summer hols or winter terms (your SSI can advise) to avoid exam season.
But remember you only have a year so enjoy it but it’s more about setting up systems & flows for your successors than being able to achieve substantial change in that time.
Asan aside I dislike the rank abbreviation of APO for A/Plt Off - its technically incorrect & seems to be an ATCism because they rarely work with the other cadet forces but if you have a RN section you should use A/Plt Off as APO is for acting Petty Officer
@tmmorris may have more pertinent advice but Best of luck & hope this helps
The issue with the quality of NCO’s come from top down, those who are at the top aren’t necessarily exceptional cadets to achieve their rank, more often then not it is because there is no one else better to be at the rank. For example, except for one of the CWO’s whos somehow got on ACLC and QAIC, the latter being their whole identity and going against pretty much all regs and rules just because they’ve done QAIC and that ‘its how it works’, odd but that’s fine, but for the rest, some of the FS haven’t even done any formal MOI training, nor completed any ‘offical’ classification exams or any leadership qualities, leading to drill, discipline, and qualities of teaching falling far below par. Moreover, for JNCO’s their position is equally bad, if not worse, the very vast majorities of JNCO would have never been their rank in any ATC standard squadron, with all (with very limited exceptions) unable to do any of the qualities of JNCO’s, such as teaching, leadership, drill, RAF Knowledge and lack of any formal classification trainings. What makes me even more confused is how we have JNCO’s whos not even completed their First Class training syllabus whos been promoted, not to mentioned having only been a cadet for 4 months before promotions which is utterly confusing.
The problem really is that the ones at the top who are handing down promotions have no idea what they are doing, leading to those who are promoted lacking the ability to be a good figure or example. And the rank inflation is crazy, we had cadets who were in their local ATC unit for a year, before leaving and being fast-tracked to FS within 6 months, while they themselves say that they weren’t ready but they were deemed good enough to be in such a position.
Sorry for the really long winded reply, I just want to find a good solution to this broken system!
Thank you very much for the feedback! I do get it on having to get effective NCO’s but I simply do not know where to start, with the system being as broken as it is, it is difficult trying to built a good progress step without tripping over hurdles. One of the biggest issue is that those who are NCO’s really only put in minimal effort to be in their current positions, for example only a select handfuls completed a J/SNCO Cadre which doesn’t help to built their understanding of what they are expected to do in their rank. I’m not really worried with my successors as I know that when I age out, I will have at least 3 cadets with more than capable abilities to take over, instead I am more worried of how I am going to pick the other SNCO’s along side me to take over in April when the current FS/ CWO’s age out. Of the current SNCO’s, except for myself and one other Sgt and the 2 CWO’s whos done ACLC none have the knowledge and understanding of how to be an effective leader which makes our job even harder to bring the best for cadets if we cannot get a good understanding of what is going on. Another key issue is the serve lack of organisation, currently there is no structured syllabus as our current CWO/ FS’s chose to abandon the RAFAC progressive syllabus instead pick and choosing ones they want to do, leading to cadets not even knowing the basics of any RAFAC core principles. One funnt instance was when a Cpl whos never done any classification exams had to teach Senior / Master cadet lessons on Piston and Engines to cadets whos not even completed First Class, you can imagine the confusion in the room! And as for the new Cpl’s they quite bluntly do nothing, as they basically aren’t allowed to lead drill as the CWO does it all, and don’t teach because the FS and Sgt’s just ‘do it all for them’, and often complaint how they are only Cpl’s when they haven’t done anything to prove their abilities.
Right this is one aspect you can grip - take on the training role & write the training program but remember you have a lot less time than ATC so it you have to be expedient. Only do musts - if it’s done via another route (e.g. d of e covers IET & map reading) then use that. Mix practical& theory.
Focus on deliver first class & leading. Senior is a nice to have at your stage. Don’t touch master - you don’t have the capacity or need & I’ve stopped offering it on my ATC Sqn.
One big thing maybe that your fellow NCOs haven’t been given access to bader learn to do the exams or even your staff behind the scenes to enable exams for you to take - TEST NCO (now RAFAC CTT) should help but friendly ATC CO or training officer should be able to help.
It’s a big blocker but simple to resolve if you know how or even that it exists as a problem.
Hmm this is tricky but you are in better situation than ATC sqns as you are with the your fellow NCOs at school during the week so have a better understanding of their character. .
Rule of thumb, people who share your vision, hard workers, & can work as a team - defo get your OC section thoughts although school politics will play a factor.
Perhaps catch up with them & work out a plan or what you want the section to achieve?
Oh and make sure you & your fellow SNCOs set a saluting/compliments culture across the school. It gets your staff disciplined as well as the junior cadets along with the rest of the contingent.
If the officers are lack in returns or enforcing- whinge at your SSI & contingent Cdr it will help impose things. Don’t forget if you are in uniform but the officer is in civvies you still salute
Without consistent, structured training the unit will never get out of the situation you’re describing. The change will take time too, so you’ll need to get your successors on board with what you’re doing so they can carry it on.
(Off-topic, but out of curiosity, why don’t you offer Master? We deliver it with Senior and it seems to work well.)
It was t leading to anything, the cadets were not enjoying the theory and it was taking the time away from the practical. We were doing it for the sake of doing it without and substantive training benefit. You need 1st Class & leading & can tailor the senior modules to just the ones you need for flying scholarships.
If it still works at your Sqn then crack on but it allowed ours to focus on cadet & NCO leadership development with us giving a better output.
In the CCF the cadet NCOs are the Non-Commissioned Officers - you outnumber the staff, are they link with the cadets & run things on a day to day basis.
When I took over my Sqn as CO it was in a similar state albeit more staff who basically kept back stabbing each other. It helped me to think of it similar as first aid - treat the immediate, prevent things from worsening & promote recovery.
Focus on the immediate needs, identify the quick wins & use anything & everything to reach your vision.
Do not be afraid to up down side along across along the chain - Do not be afraid of giving your CO respectful honest advice on the way you believe fwd but remember to be respectful & that the decision rests with them.
If your contingent needs more staff, try & recruit other teachers to help. This depends on how bold you are (& your school culture) but perhaps speak to heads of departments & ask if they can encourage / spare some of their staff to volunteer or if the can think of any who would benefit from the development.
Physics/Sciences, maths & geography departments tends to be good for the RAF officers so go to them first.
If they all say “no” have a chat with Dep head (curriculum ) or the head teacher themself - perhaps sidle up to them at prize giving, sports day or some other event you can five minutes of the time. But be positive & don’t be personal in any criticisms - be tactful!
Worth encouraging some to “specialise”? (that may help them get training without admitting imperfections!) Might be worth drafting a “team map” (maybe yourself first, then staff and NCOs?) about what needs delivering/leading, and who can do what - that can be a non-confrontational way of discussing the problem without it getting too personal. Can you consider seconding staff to other Sqdns? I once suggested that should be a good Wing Padre’s award - which Sqdn helped others most? It can also be a nice way of “thinning the wood” a bit without massive rows - depending on geography! There’s no overnight fixes, but some improvements should be possible without making anyone walk the plank…
