Promotion Criteria

Adult Staff Execs
101

Yup… :sob:

102

For every one of your 2 billion ranks?!

103

I’ve been out of the OC chair for a short while but I’d tweaked my approach over the years based on what worked/what was practical. I’ve done:

  • Promotions based on observations / by committee during staff meetings
  • Drill and/or GSK tests
  • Applications followed by sift, interview, presentation
  • Delegated Cpl promotions to my Sqn WO, and intervewed SNCOs
  • Had set promotion vacancies advertised at points in the year

What I’d settled on was:

  • Clearly lay out a promotion policy with matrix indicating behaviours/experience expectated at each rank - to be transparent
  • Promotion application forms available on portal/sqn website and emailed to me at any time. Slightly different questions for JNCO/SNCO - to show me they are interested and highlight achievements I may have forgotten about / gone under the radar. They can apply when they think they’re ready.
  • Submitted applications reviewed at the next staff meeting - everyone’s views are heard.
  • If consensus, promote to Cpl straight away. If SNCO, have an additional OC chat with the applicant to talk about their aspirations/ideas - I’m getting insight into their mindset and what they value at this point. Promote if happy.
  • Unsuccessful applicants provided feedback on areas to focus on and encouraged to re-apply when addressed.

Interviews, tests, presentations etc. are all time consuming and took several nights to complete. On a busy sqn, I didn’t have time to do that. So, it came down to being clear, open and practical.

2 Likes
104

Am I mad for thinking that experienced Cdt SNCO’s should have an active role to play, espcially on Cpl Boards? Oft it’s them who take the initial hit when the new Cpl messes up, and is put in charge of development: why not give them limited, but important input.

Whether it be the Senior Cdt SNCO on an interview panel, or Filtering clearly bad/dishonest application letters, or being put in charge of a general knowledge test.

It’s not like a CFS/CWO would be overly close with cadets going for Cpl, but with them very much being at the coalface of these cadets’ real personalities, not the sanitised one they put on when an RAF capbage walks in the room…

2 Likes
105

Ours present their choices for Cpl and Sgt at our staff meetings.

1 Like
106

By all means involve them, but be careful that they’re not just bigging up their mates

2 Likes
107

Yes and no, mine were involved in the Uniform/Drill assessment part but only if they are a CWO.

Ages are much closer together for our Cadets than they are for us and although 14-17 might seem like a huge difference to us it isn’t necessarily for them. You will have friendships and even relationships that you aren’t aware of as staff.

1 Like
108

Honestly the most important voice to listen to when it comes to JNCO promotions. The cadet SNCO team are the ones dealing directly with the cadets all the time. They see them off Sqn, in their blocks and in social environments. As well as all the normal formal times. The SNCOs probably know them best.

When ever I’ve been involved in promotions, I’ve got the SNCOs involved too.

A key bit, often missed. When I was a Cadet Sgt it took ages to get to FS. Constantly asked what I actually needed to do, but was never given an answer of what I was missing. Only that the person they chose will be leaving soon to join the RAF so it made sense to promote them first :man_facepalming:

1 Like
109

I guess I forgot to mention the Senior Cadet NCO was also invited to the staff meetings, so yes, their voice was heard too.

1 Like
110

And this is obviously exactly what you want.

Age gaps can be big at school, but a great thing about the organisation is that it promotes friendships across those age gaps.

111

My SNCOs always have great insights about general attitude and how cadets engage etc.

2 Likes
112

Not entirely sure we want relationships between the 14 year olds and the 17 year olds.

113

Relationship == sexual or otherwise. Relationship in the sense of they are working together positively building friendship and trust.

“I have a good relationship with my boss”, for example.

3 Likes
114

Yeh, I feel like that could have been interpreted a little more generously in the context of a youth organisation where team building is a huge part of what we do…

Especially in a thread where we’re talking about then promoting the exemplary among them into team leadership roles where healthy, positive relationships play a huge part…

1 Like
115

You mean I didn’t need to doall that with my boss to build a relationship with him?