Yes it is done on an ad-hoc basis. Usually when one of the staff or I decide that we have a need for more NCOs or for promotions through the ranks.
Ping me an email/PM and I’ll get it to you
[quote=“pEp” post=3501]We have done boards for FS posts in the past. Partly as a way of ensuring transparency, but actually I think it does help cadets in later life when going for interviews etc as some form of training for that.
I’m unsure if I’ll keep to boards or not.[/quote]
I’d argue that you probably as an OC know your Sgts well enough to see who is worthy of the promotion to FS! Therefore a board isn’t required.
And yes, that is true. I still feel it does give a chance to ask searching questions though, especially on their knowledge of the RAF/ATC which isn’t always as top notch as we might like it to be!
Most of the time we can see who are the best candidates for promotion, but I certainly wouldn’t say that applications and promotion boards are a waste of time.
They’re both good experiences for the cadets…we are after all providing training that will be usefull in the services or civilian life… Good application writing and interview technique is something that will benefit them in whatever they do in life. The more experience one gets in something the easier it becomes.
In addition, it’s also a usefull second-check. We’ve sometimes found qualities in cadets during a promotion board that they haven’t displayed in their general service because they didn’t want to tread on any toes.
It’s also given those interested a chance to discuss their areas of interest, strengths & weaknesses, &c; and in a number of cases has helped prepare candidates who are deemed ‘not yet ready’ to better prepare for the next run.
Overall I think that achieves far more than simply making a staff decision and handing out a few sets of tapes to people. I wish that promotions had been done that way when I was a cadet.
[quote=“wdimagineer2b” post=3509]Most of the time we can see who are the best candidates for promotion, but I certainly wouldn’t say that applications and promotion boards are a waste of time.
They’re both good experiences for the cadets…we are after all providing training that will be usefull in the services or civilian life… Good application writing and interview technique is something that will benefit them in whatever they do in life. The more experience one gets in something the easier it becomes.
In addition, it’s also a usefull second-check. We’ve sometimes found qualities in cadets during a promotion board that they haven’t displayed in their general service because they didn’t want to tread on any toes.
It’s also given those interested a chance to discuss their areas of interest, strengths & weaknesses, &c; and in a number of cases has helped prepare candidates who are deemed ‘not yet ready’ to better prepare for the next run.
Overall I think that achieves far more than simply making a staff decision and handing out a few sets of tapes to people. I wish that promotions had been done that way when I was a cadet.[/quote]
Cannot disagree with any of this and it follows exactly my ethos behind doing Boarding.
I generally have an idea of who I want to promote beforehand - the Boarding process can very quickly reinforce this or, occasionally, undermine it and reveal previously unseen character flaws and/or huge untapped potential in other areas.
[quote=“Batfink” post=3510][quote=“wdimagineer2b” post=3509]Most of the time we can see who are the best candidates for promotion, but I certainly wouldn’t say that applications and promotion boards are a waste of time.
They’re both good experiences for the cadets…we are after all providing training that will be usefull in the services or civilian life… Good application writing and interview technique is something that will benefit them in whatever they do in life. The more experience one gets in something the easier it becomes.
In addition, it’s also a usefull second-check. We’ve sometimes found qualities in cadets during a promotion board that they haven’t displayed in their general service because they didn’t want to tread on any toes.
It’s also given those interested a chance to discuss their areas of interest, strengths & weaknesses, &c; and in a number of cases has helped prepare candidates who are deemed ‘not yet ready’ to better prepare for the next run.
Overall I think that achieves far more than simply making a staff decision and handing out a few sets of tapes to people. I wish that promotions had been done that way when I was a cadet.[/quote]
Cannot disagree with any of this and it follows exactly my ethos behind doing Boarding.
I generally have an idea of who I want to promote beforehand - the Boarding process can very quickly reinforce this or, occasionally, undermine it and reveal previously unseen character flaws and/or huge untapped potential in other areas.[/quote]
Agree 100% with both the above posts. I get more from out of the boarding process from those you reject than those that you know are ready. I find it gives the staff something to work with to get them up to standard the next time around.
It needs tweaking but it is working. I introduced it as a way to get the cadets in the mindset of doing the basics first. I.e going on camp, going flying, attending sports trials etc etc. It helped when I first took over to get the cadets focused on sampling all the ACO has to offer.
That seems very similar to ours, clearly great minds think alike!
One minor point - you’ve suggested that JL could be an optional course for Cpl/Sgt selection - but JL requires a minimum rank of Sgt so it wouldn’t be possible! Similarly I think that the minimum rank for ACLC is Cpl.
[quote=“MattB” post=3662]That seems very similar to ours, clearly great minds think alike!
One minor point - you’ve suggested that JL could be an optional course for Cpl/Sgt selection - but JL requires a minimum rank of Sgt so it wouldn’t be possible! Similarly I think that the minimum rank for ACLC is Cpl.[/quote]
Nowt wrong with setting the bar high…
They do need to be tarted up a bit. The bar for CF/S is a touch high, which we have only started to realise now that i’m actually looking to promote one!
Why not add in the caveat that in exceptional circumstances (such as display of excellent leadership ability blah blah blah) the criteria may be set aside at the discretion of the OC?
A little too “tick box” oriented for my liking, but I can see the value of providing encouragement for cadets to get involved outside of their comfort zone.
I designed a promotion criteria spreadsheet which set the minimum requirements. I deliberately did not set the bar too high in case that if I ever had a lull in potential candidates I could promote early and shape them into the job. It just so happens at Torquay there was a decent level of competition so candidates were well above the mark.
There is also an application form for them to fill in and they complete a joint presentation and interview, so that we can transparently assess their verbal and written communication skills.
We’ve run one of these selections successfully, trouble we now have is it’s time to publish another vacancy, and what do we do with those who applied before and were unsuccessful? Do we make them sit through it again, or base things on their last performance?
Personally, I would make them sit through it all again. That way they can show that they have taken on board the feedback you gave them from the last time (you did didnt you?). It also makes it fair on the other candidates that everyone goes through the same process.
Serious thread revival, but I’ve been spending ages pondering this very question since returning to the organisation and jumping in at the deep end, and so this seemed like the best place to hang my version of an answer.
In trying to answer the question “what should a cdt cpl be?”, I’ve essentially fallen back on “exemplary cadet to be highlighted as a role model”.
So with that in mind, I’ll share what I’ve now codified as our promotion criteria, utilising essential and desirable criteria to tannoy to my cadets (who frequently hound me for an answer) what it is that I value while retaining as much flexibility as I think I need.
Edit: I haven’t written it in, but any cadets with significant physical or educational needs would obviously receive additional support (or these criteria would flex as required in the interests of inclusivity).
Maybe it’s just me but I’ve always hated DofE with a passion so not a big fan of requiring DofE for promotion.
What would you do in the hypothetical situation you had a Cdt with Senior Cadet? They’d have a great level of knowledge on aviation-aligned topics but not trekked round the local area for 2 days.
(Although I can appreciate completing the Bronze exped would develop teamwork, self reliance and maybe leadership).
