They’re really not that complicated.
Have you seen some of the numpties that managed to pass?!
1 Like
CIs aren’t interviewed (accept possible in name only) as it should be an informal chat to manage expectations ensure the role is in place l, they are volunteering for the right reasons & the organisations expectations are all in place.
It’s not “interview” you can fail really.
Basically - drugs alcohol, bullying & safeguarding.
It doesn’t help that certain COs have used the staff officer “interview” to tel potential unsuitable CIs to go away rather than deal with it themselves.
1 Like
Boom… So let’s do the same for SNCO applicants, and then train them to be SNCOs.
9 Likes
Thread is going alright,
Thread is going alright,
Thread STOPS.
On inspection you find common sense in the thread. Commence IA on discovery of common sense.
10 Likes
Same for officers then?
In part. But officers are not a direct entry option. By the time they apply they will have already served at least 12 months as a CI or SNCO. We can therefore expect more from them in a board.
4 Likes
Remove magazine shake until common sense falls out. Put common sense to one side for later disposal, and secure pouches
6 Likes
You thus imply that there’s four types of common sense:
-Ball
-tracer
-drill/practice
-blank
Sometimes the metaphor & allegory write themselves 
2 Likes
To the point, quick solutions to problems.
Common sense where you can see the thought process behind it. Following it to its end goal and works.
Common sense from on high / SLT. Doesn’t fire, no effect on target.
Loud noise, shouty, comes from crusty WOs who want things their way. No effect on target.
10 Likes
My points exactly - but I was put back in my box very quickly
Pre-Uniform course worked wonders for years… not really sure why it stopped
1 Like
Depends on how they were run. If you have to wait 6 or even 12 months for a pre uniform course it does rather slow things down for those who are keen.
1 Like
Dont need to convince me!
1 Like
Well I was a staff cadet Sgt in 2016 and have been a CI since February, and have only just found out that I have to do the one year service before uniform instead of the six months.
It certainly hasn’t put me off but it was disheartening to see
1 Like
Sigggggh…staff cadets are the biggest pool of people to pull from in a volunteer short organisation. I dont know why we put hurdles or blockers in.
Im trying to establish a process in my wing that those Staff Cadets who want to be SNCOs and asnlong as they pass the board, their 20th Birthday is literally a rank slide and cap badge change.
There is nothing actually stopping this from happening in any of the publications, except local made up rules and policies.
What the development and mentoring program looks like after that, well thats down to an individual basis and yeah might involve 6 months on another Sqn or what ever.
Ergh rant over
10 Likes
I don’t see why it needs to be as difficult as it is.
That plan seems like it should be a smooth process. Even those who take a year or two out shouldn’t have an issue with it …
1 Like
It’s people gatekeeping it, thinking that their position is something far more special than it really is and trying to make it look more prestigious or elite, and then not wanting others to come in. It’s pretty pathetic really.
2 Likes
I mean, are you not part of the big three? RAFAC, Paras and RM?
“Now what you’ve got, is the five PowerPoints of death”
5 Likes
One thing that needs to be factored in to the promotion matrix is professional credibility.
The regular Air Force, wider military and the other cadet forces will ask in passing what our process is out of genuine interest.
Officers are slightly different as pilot officers are often straight from uni or school.
Now you can’t replicate the 8-12 years service a regular Sgt would have before getting to that rank, but it needs to be substantive enough of a process that when asked/challenge by a regular it comes across as worked for and not handed out in the cereal box. If there is not credibility then the soft support from the organisation (friendly sections, cast offs from stores, opportunities etc) will diminish.
There is also expense - CIs are cheap, SNCOs cost money it terms of training, VA & uniform.
Anyone done a return on investment study for SNCOs? (I.e. how much must they volunteer to make the investment worth it) - I suspect it’s three to four years.
As such you need to satisfy that the direct entry candidate will stick around long enough & volunteer sufficiently so that there is suitable return on investment. If you haven’t got good return on investment on an individual then your not going to invest.
4 Likes
I’m not sure how much of an issue that really is. For a huge chunk of the country there simply isn’t any interaction (never mind regular interaction) with the regulars for this to be a thing that should be considered over and above our own operating model.
We need to get volunteers in through the door and into positions where they can help the burden, not slow things down.
2 Likes