By, “All 3 Cpls wearing their stripes”. I mean, all of the Cpls were acting as their own unit, just like NCOs should do in the normal running of the Sqn but not in leadership exercises. They did their own thing, not listening. Disrepecting me when I was trying my utmost to show I’m capable. If that were me I’d have been beasted. For my pre-brief they handed me a sheet with scrawly indecipherable notes. I was told 'Read this, hurry up and get out there." The other all got a full brief in comparison.
I was being respectful and polite and rightly so because they hold more authority than me. It’s just unfair.
You have my thoughts on your situation above. From the distance this medium puts between us it is difficult to proclaim on right and wrong. I am reminded of the old saying that in any argument there are at least three sides (the truth is the third.) The fact remains that you are upset and in the light of your youth and that you are having problems with a youth organisation, maybe the staff should have taken more notice.
As you get older you will find that the world is not a fair place, you will meet people and groups of people that do not see things as you do and do not treat you fairly. It might be good to get used to that idea and decide to not be upset by it. Life might sometimes be like Eastenders, that doesn’t mean you have to react like one of the characters.
The Americans would say “Don’t get mad, get even.” I would say, learn how to deal with them and win next time.
Overall the NCO team can be composed of respectful individuals who have served time as CDT and value not just the fellow Nco’s but CDT’s also and there are those that hold CDT’s in low regard as they are lower than them.
Just think that they’ll eventually leave and let yourself succeed where they don’t as CPL’s
Every single selection process is unfair and subjective.
There is always a not what but who you know element. Having been involved in numerous screening and interview processes in my day job, I can speak with some authority on this matter.
If your parents (and no disrespect intended) aren’t aware of this and told you this, then they aren’t doing the best job. We told our kids when they started looking for work, don’t expect to get the first job you apply for.
I just think the process you describe for what is, when all said and done, OTT at the end of the day. Saying it’s open and competitive is BS, when it comes to internal promotions/appointments, even if there is the sham interview process, if your CO and staff don’t know who they are looking to promote they really shouldn’t be doing it, IMO. I’ve got a list of names in priority who we are looking at to promote and as long as they don’t leave or do something daft, they’ll get their stripes.
We have an open and competetive application process for Wing Staff, but every time the people who have got the jobs have not caused any great surprise as they have been mates with the Wg Cdr / in the Wing clique. Mind you they have been the only ones to apply as no one else is particularly interested.
The promotion process described seems to me to be somewhat excessive.Three interviews is way over the top and a “board” of cadet Ncos hmm Im afraid I wouldnt stand for that on my sqn. Ive served in the corps for over 20 yrs and been at different sqns in that time and seen various O.Cs use different methods of picking new NCOs .I now run my own sqn and have just promoted three new Cpls.The main thing Ive made clear to them is its a probationary position so dont take it for granted. Ive seen what can happen when the wrong cadet is promoted or for that matter the wrong adult member of staff.
Bottom line is there are winners and losers in life and sometimes you will find yourself with a knock back.If you were one of my cadets id of expected to have spoken with you by now or had some feedback from a member of staff appraising me of the problems your experiencing.At the end of the day its all about respect for everyone from the newest cadet to the O.C .Without that any sqn has problems.
We use a simple “life learning” process. A cadet who would like to be a cpl has to apply, completing a simple application form. How is the form is completed (depth, quality, did they ask one of the sqn SNCOs for possible guidance)? It might be the first such application form they have had to do in their life. Bear in mind that some of the “external” flying scholarship application forms, etc, have little or no formal ACO involvement, so it’s all useful learning.
Likewise, they have a simple interview. This is probably quite different from the most comparable situation they would have experienced such as a school “progress” chat. Again, it is a “life learning” process that can gently push them onwards & upwards. Of course, the input from the staff & SNCOs is considered, but overall, I think it works quite well.
Most importantly, if they are unsuccessful, we try to give constructive feedback; sometimes it is the case of too many suitable applicants for too few places. Another “life learning” factor - you might be good enough, but the news is not always want you want to hear.