BR 3PART 4

10-1September 2009

CHAPTER 10

RATING RECRUITING AND SELECTION PROCESS

POINT OF CONTACT - PART 4

CONTENTS

SECTION 1 - THE RATING RECRUITING PROCESS

Para1001. Initial Enquiry 1002. AFCEI1003. Enquirers1004. Applicants1005. Recruiting Tests1006. The Selection Interview1007. Processing Successful Candidates1008. Allocation

SECTION 2 - PRE-ENQUIRY RECRUITING TESTING (PRT)

1009. Prospective Candidates

SECTION 3 - INDENTURED APPRENTICES

SECTION 4 - BRANCH OR SERVICE OF PREFERENCE (BOP)

1010. General1011. Specialist Branches (Rating)

SECTION 5 - INITIAL INTERVIEW

1012. Ratings - Armed Forces Careers Enquiry Interview (AFCEI)

SECTION 6 - AFCO FORM 101 - GUIDANCE FOR USE

1013. General1014. Candidate Test Scores and Branch/Trade Choices1015. General Points1016. Instructions for the Use of AFCO Form 101(RN) Pages 2-31017. General Points

SECTION 7 - PERSONAL QUALITIES ASSESSMENT SCORE

1018. General1019. General Notes For Guidance – (PQAS)1020. Notes1021. Key Elements for a Successful PQAS Write-Up1022. Interviewer’s General Impression Box1023. Interviewer’s Recommendation Box1024. PQAS Guidance Definitions

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SECTION 8 - THE SELECTION INTERVIEW

1025. General1026. Trained Re-Entries - General1027. Untrained Re-Entries.1028. Trained Re-Entries (see also Re-Entries (Trained) Processing)1029. Serving RNR Entering on Full Career1030. RMR Entering On Full Career1031. Personal Qualities Assessment1032. Rejection of Candidates

SECTION 9 - PROCESSING SUCCESSFUL CANDIDATES (RATING)

1033. General1034. Post Interview Caution1035. Documentation Of Successful Candidates1036. Form 30491037. Form 486

SECTION 10 - AUDITIONS, BOARDS AND FURTHER ASSESSMENT - RATING/OTHER RANK CANDIDATES

1038. Potential Royal Marines Course (PRMC)1039. PRMC Injuries1040. PRMC Travel1041. RM Band Service - Auditions.1042. Naval Nurse Selection Boards - Naval Nurse (Student)1043. Naval Nurse Selection Boards - Naval Nurse (Qualified)1044. Diving Acquaints

SECTION 11 - THE RN AND RM PRE JOINING FITNESS TESTS

1045. Applicability1046. Pass Criteria1047. Testing Procedures1048. Selection Procedures1049. Special Cases1050. Overseas Candidates1051. Brief to the Fitness Assessor (FA)1052. Equipment1053. Candidate’s Brief1054. Conduct1055. Completion of the PJFT Results Form1056. Notes1057. Candidate Withdrawal as Result of PJFT – Guidance on Inclusion of Data in PJFT

Spreadsheet

SECTION 12 - UPDATING SUCCESSFUL CANDIDATES

1058. Rating Candidates

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10-3September 2009

SECTION 13 - ALLOCATION OF ENTRY DATES

1059. General1060. Application for Provisional Entry Date1061. Provisional Entry Date - Informing the Candidate1062. SC - Withdrawal of Provisional Entry Date

SECTION 14 - THE MEDICAL EXAMINATION

1063. General1064. AFCO Medical Examiners(AFCO ME) Contracts1065. Medical Eligibility - Information Seekers1066. Medicals for Candidates with Former Regular/Reserve Service1067. Medical Documentation of Eligible Candidates1068. AFCO ME Appointments1069. The Medical Examination1070. Candidates Who Meet Medical Standards1071. Candidates Temporarily Medically Unfit1072. Candidates Below Medical Standards

SECTION 15 - FINAL ENTRY - PROCESSING RATING/OTHER RANK CANDIDATES

1073. General1074. Final Entry Briefing1075. Part Entry Papers (PEPS)1076. Entry Establishments - Arrival

ANNEX

Annex 10A Authorised Abbreviations for Use with the PQAS Report

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10-4September 2009

BR 3PART 4

CHAPTER 10

RATING RECRUITING AND SELECTION PROCESS

SECTION 1 - THE RATING RECRUITING PROCESS

To illustrate the ratings/other ranks recruiting process, a condensed processingsequence is shown below. Each stage is fully expanded in the relevant article throughoutPart 4 of this BR.

1001. Initial Enquiry

a. Uncommitted candidates who make initial contact seeking information, are knownas Information Seekers. These will include: all telephone enquiries, e-mails letters,responses to advertising (including completed coupons to the CRP, Job Centrereferrals, walk-ins to an AFCO, careers conventions, schools, colleges etc).

b. Information Seekers are issued with the requested relevant career publications.The CP 109 – The Naval Service Selection Process, The MOD Form 493(Rehabilitation of Offenders Act – Advice to Applicants) and an Application Form(AFCO Form 4+AFCO 5) may be issued to all candidates at this stage (or if not, atAFCEI). Candidates are then invited to contact or visit their nearest AFCO for anArmed Forces Careers Enquiry Interview (AFCEI)

1002. AFCEIThe AFCEI can be given by any of the AFCO Careers Staff who have completed the

AFCEI training package. The aim of the interview is to inform candidates of all career choices,encourage potentially suitable candidates to become Enquirers and to determine thecandidates’ eligibility.

1003. Enquirers

a. For statistical purposes, an Enquirer is defined as any person who has completedan AFCO Form 4 and returned it in person or by post to an AFCO.

b. Confirm Branch of Preference (BOP).

c. Confirm Eligibility

d. Eligibility is confirmed during the AFCEI. On completion of the AFCEI, candidatesselect a BOP and are issued with the AFCO Form 102, MOD form 1109 (SecurityQuestionnaire) and a letter inviting them to undertake the Recruiting Test (RT).

1004. ApplicantsFor statistical purposes, when the candidate attends the AFCO with a completed

AFCO Form 4 (and supplement 102), MOD Forms 1109 and 493, relevant identity documents,educational certificates and completes the RT, (whether or not the candidates has passed theRT) they will then be known as an Applicant.

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10-5September 2009

1005. Recruiting TestsThe instructions for the conduct and administration of the RT, RE (the latter held in

abeyance for some time) and the counselling or rejection of candidates who fail to achieve testscores for Branch of Preference are found in the appropriate sections of this BR. The eye testletter should be issued at this stage and must be completed prior to the Medical.

1006. The Selection InterviewCandidates are interviewed for selected Branch of Preference, Personal Qualities

(PQAS) assessed and unsuccessful candidates rejected.

1007. Processing Successful CandidatesCandidates are to be cautioned and entry documentation completed. Educational

qualifications are to be entered into TAFMIS.J and once seen noted as 'Verified'.

• Medical Examination. Candidates to be forwarded to the AFCO ME for medicalexamination.

• PJFT. Candidates must undertake the PJFT.• References. Apply for references.• Auditions, Boards and Further Assessment Courses• Nominate relevant candidates for PRMC, Musical Auditions or Naval Nurse

Selection Boards.• Security Clearance. Complete the Baseline Personal Security Standard and apply

to DVA for security clearance.• RNAC. All Royal Navy candidates are encouraged to attend the RNAC

1008. Allocation

a. Apply to CNR for an entry date for the candidate.

b. Updating Successful Candidates. Candidates who have not been allocated anentry date are to be contacted at no more than three month intervals to inform them ofthe progress of their application. Update interviews are to be conducted every 6months using the Form 101 (Update). Care must be taken not to allow the Medical andSecurity clearance dates to lapse(12 months).

c. Process. Candidates for Entry

d. Final Entry Brief. Forward documentation to NETE.

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BR 3PART 4

SECTION 2 - PRE-ENQUIRY RECRUITING TESTING (PRT)

1009. Prospective Candidates

a. Prospective candidates for the Naval Service may sit the Recruiting Test (RT),prior to becoming 'Enquirers', provided the criteria listed below are strictly adhered to.Such action is aimed at students on BTEC Pre-Uniformed Service Courses (PSCs)held in Colleges of Further Education. In addition the testing regime may be madeavailable to other groups such as the Personal Development Courses.

b. Candidates must be briefed on the full implications of success or failure in the test,including Re-test Rules. The RT is to be timed, marked and administered in exactlythe same conditions as for normal candidates and may only be administered bylicensed testers.

c. On completion of the PRT, test results are to be forwarded to SO1 Recruiting.Certificates will be issued by SO1 Recruiting and awarded to successful candidates.Certificates will show which branches of the Service they can enter without having toresit the RT. The exemption(s) will remain extant for three years from the date of test,provided RT Entry Standards remain unchanged. PRT candidates are not to beentered onto the TAFMIS database until they become an 'Enquirer'.

d. Successful PRT candidates who subsequently produce their PRT certificate atthe AFCO and become 'Enquirers' are to be processed and their RT scores, versionand date obtained from SO1Rec. The RT requirement may be waived provided thecandidate meets the eligibility requirements and the extant PRT score meets thecurrent BOC requirement. Candidates who do not meet the current BOC RTrequirement, or if the PRT certificate is over three years old, are to retake the RT.Careers Staff are to contact SO1Rec to obtain details of any previous test, and RTversion, for candidates who claim to have completed the PRT but cannot produce acertificate.

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10-7September 2009

SECTION 3 - INDENTURED APPRENTICES

Indentured apprentices are no longer taken into the RN.

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10-8September 2009

BR 3PART 4

SECTION 4 - BRANCH OR SERVICE OF PREFERENCE (BOP)

1010. General

a. Overall guidance is given in the summary of entry standards. In addition, manybranches have nationality and residency restrictions.

b. Some candidates, particularly the young, will be totally unaware of which BOPthey would like or are suitable for. Many will have only a hazy knowledge of what theywould like to do, and these candidates will need special and considerate counsellingtowards an appropriate BOP.

c. CNR is frequently criticised by those currently in the Naval Service that at the timeof application they were not made aware of the full range of possibilities open to them.It is therefore vital that great care and time is taken with all candidates and, whereapplicable their families, to ensure that the BOP is selected properly. Merely showinga video, for instance, is unacceptable and will not do.

d. Candidates who are considered by Careers Staff to be more suitable for a branch/category other than the BOP chosen are to be carefully counselled and the alternativeopportunities explained. However, the final choice of branch/category must be left tothe candidate. WS(SM) sub-specialisation and categorisation is carried out at theNETE. It is therefore essential that candidates who are applying for WS(SM) are leftin no doubt that a sub-specialisation can never be guaranteed.

e. The possibility of a subsequent branch transfer, either expressed or implied, isnever to be given to the candidate and is never to be offered as an inducement tochoose a particular BOP.

1011. Specialist Branches (Rating)All elements of the processing of Communications Technicians, Medical Technicians

and QARNNS are only to be carried out by fully trained CAs.

a. Communications Technician. There is no requirement for Direct Entry CTs to sita special CT board. There are however additional Nationality and Residencyrequirements for entry as a CT.

b. Medical Technicians. Recruiting to the Medical Technician branch is currently inabeyance. The branch is currently maintained by internal Branch and Servicetransfers. In the event that external recruiting is re-activated, CNRHQ will informCareers Staff what Entry Standards will apply.

c. QARNNS Naval Nurse (NN). There are 2 types of rating QARNNS NN.Candidates are to be referred to SO3NMD. Further details are to be found in NavalNurse Selection Boards

• NN (Student). Candidates who join to be trained as Registered Nurses.• NN (Qualified). Candidates who are already qualified Nurses.

d. Royal Marines Band Service. Candidates for entry into the Royal Marines BandService have to meet the same eligibility selection criteria, including security clearanceand the PJFT, as all other candidates All candidates are required to pass a musicalaudition at the Royal Marines School of Music (RMSM), HMNB Portsmouth.

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10-9September 2009

SECTION 5 - INITIAL INTERVIEW

1012. Ratings - Armed Forces Careers Enquiry Interview (AFCEI)

a. The AFCEI can be given by any of the AFCO Naval Careers Staff provided thatthey are suitably trained. Training is to be either:

(1) Carried out by RNSR.

(2) Local training carried for an attached rank out at the AFCO. If such trainingis carried out, the ARM must verify it before the attached rank can conduct theAFCEI.

b. The aim of the interview is to inform candidates of all career choices, encouragepotentially suitable candidates to become Enquirers and to determine the candidate'seligibility. Note that a basic eligibility should have been established by the CRPprocess. It is most important that a good rapport is established and the individual ismade to feel welcome and at ease. It is essential that Careers Staff confirm withcandidates that they have received, and understand the contents of, CP109 -TheNaval Service Selection Process. This CP should be used by Careers Staff to explainthe recruiting process to the candidate.

c. Full use should be made of all current publications and visual media to ensureaccurate briefings are given on such things as; branches open to recruiting, trainingopportunities, pay, selection procedures and the general conditions that they mayexpect to find in the Service.

d. Conditions of Service, Standard Initial Training Periods (SITPs) and Reserveliability are to be fully explained to all candidates at this stage. It is essential thatcandidates understand the full implications of the career they are considering enteringinto. SITPs are shown in the Summary of Entry Standards.

e. If during the AFCEI Careers Staff feel that the candidate is eligible for, and maybe better suited, to Officer Entry, they are to pass the relevant details to the OCLC,who will allocate an ACLO to the candidate.

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10-10September 2009

BR 3PART 4

SECTION 6 - AFCO FORM 101 - GUIDANCE FOR USE

1013. General

a. The AFCO Form 101 (Assessment For Service In The Naval Service (RN/RM)/Royal Air Force Test, Medical And Interview Report) is a joint form with the RAF whichbecame operational on 1 Oct 02.

b. Unsuccessful Candidates. Immediately after the selection interview, the AFCOForm 101 is to be completed and signed by the CA who conducted the PQASinterview. AFCO Forms 4, 101 and 102 for unsuccessful candidates are to be retainedfor 3 years. Any further interviews for a new BOP must be completed on a newAFCO 101.

c. Processing Successful Candidates. Immediately after the selection interview,the AFCO Form 101 is to be completed electronically and printed for CA’s signature.Until instructed otherwise, the hard copy is to be married up with the AFCO Forms 4and despatched with the entry documentation to the relevant NETE after the entrybrief. A copy of the fully completed 101 should be kept in the AFCO 1605.

1014. Candidate Test Scores and Branch/Trade ChoicesThe following instructions should be used by referring to the relevant letter in the cells

on the copy of the new AFCO Form 101(RN) Page 1, copied on the next page, and thenfollowing the corresponding instruction.

a. These cells will be pre-populated from TAFMIS and should not be altered.

b. This cell will be pre-populated with the total score but the CA is required to insertthe grade.

c. These cells are to be filled in by the CA from the summary of entry standards.

d. This cell will have a default setting of 151.5cm and is only to be altered for NA(AH)candidates.

e. This cell will have a default setting of N/A and is only to be altered for RM GDcandidates to 60kg.

f. A “Y” is to be entered into these cells if the candidate possesses the relevantqualification. A “N” is to be entered if they do not.

g. A “Y” is to be entered into the relevant cell.

h. A “N” is to be entered into these cells if there are no restrictions for ANY branch(including PCT) in these eligibility areas. A “Y” will indicate to the reader that there are,or may be, some restrictions that will prompt further investigation.

i. This cell is to be used if there are any other restrictions to the branches that acandidate is eligible for. At present, the only restrictions envisaged are for criminalconvictions. Therefore a “Y” will indicate to the reader that there are, or may be,restrictions and further investigation will be required before any change of branch isconsidered.

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10-11September 2009

j. The CA is to enter a “Y” in these cells to confirm that the candidate has receivedor seen the relevant media. If, for whatever reason, the candidate has not received orseen it, an “N” is to be entered and a short explanation as to why inserted at the endof the statement in the box below which starts with “I certify that….”.

k. The CAs code is to be entered here before printing to sign.

l. The date in this cell will pre-populate to “today’s” date.

1015. General Points

a. The form should be printed post-medical unless the candidate is NSI. If thecandidate is NSI, then the form is to be printed post-interview and combined withPages 2 and 3. If the candidate has an update medical then the form is to be re-printedand it will have the update medical date and results pre-populated in place of theprevious medical details.

b. Update interviews are to be conducted as detailed in Para 1008 sub para b, andattached to the rear of the AFCO Form 101(RN).

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Table 10-1. AFCO Form 101(RN)(Revised 01/07)

Assessment for Service in the Naval Service (RN/RM), Medical and Interview Report

Y or N

AFCO a URN a

SURNAME a FORENAME(S) a

DoB a GENDER a FormerService

a

1. CANDIDATE TEST SCORES AND BRANCH(S) OF PREFERENCE

RT Date V RT1 RT2 RT3 RT4 Total

a a a a a a a

Branch of Preference

Candidates Branch of Preference c

Test Score Required for Branch c

GCSE grade C or above or equivalent Maths* f Eng Lang* f Science f

2. MEDICAL

H (L) H (R) CP VA Height Weight

REQUIRED c c c c d e

CANDIDATE a a a a a a

Date a Fit* g TMU* g PMU* g

3. BRANCH OF PREFERENCE RESTRICTIONS

Nationality Residency Other

h h i

4. NAVAL SERVICE/BRANCH COUNSELLING

Film Media Shown Basic Training* j BOP* j

CP’s Issued General* j BOP* j

I certify that the candidate has been told of the requirements for entry into the branch(s) listedabove. I have outlined the training requirement and the duties involved in those branch’s asdetailed in the appropriate branch/ information publications.

Name/Rank a Sig & CA Code k Date l

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10-13September 2009

1016. Instructions for the Use of AFCO Form 101(RN) Pages 2-3The following instructions should be used by referring to the relevant letter in the cells

on the copy of the new AFCO Form 101(RN) Pages 2 and 3, copied on the next pages, andthen following the corresponding instruction.

a. These areas will be pre-populated with Surname and URN.

b. These cells are for the CA to type the evidence and then the General Impressiongained from the selection interview. The principles and way of writing these elementsof the report have not changed from the previous AFCO 101. Note that the guidancenotes in the left hand column have been amended and enhanced. Also note that thosenotes marked with an asterisk only need commenting on if they are appropriate orrelevant.

c. The PQAS scores are to be entered here by the CA. Ideally, they should becentral in the cell.

d. A “X” is to be entered into the relevant cells by the CA.

e. The PQAS Total is to be entered into this cell. Note that if the “ApplicationAssessment details” page in TAFMIS has been completed then this cell will show thetotal.

f. These cells are to have a “Y” or “N” entered according to the candidate’s situationand the result of the English Speaking and Listening assessment.

g. A “Y” is to entered into the relevant cells.

h. This cell is to record referral advice given to the candidate.

i. This cell will pre-populate with “today’s” date and should not need to be altered.

j. The CA conducting the selection interview is to enter their CA code prior toprinting.

k. These cells are to be left blank and completed by hand by the relevant board andthe CA/ACA conducting the final entry brief. The cells should be expanded evenly tofill the page before printing. Note that, at present, the RNAC are not required to fill inthis cell and therefore this area should be used by the CA to record the dates attendedand any relevant remarks. If the candidate does not attend the RNAC, the reason isto entered.

1017. General Points

a. All cells below “Specialist Board’s Remarks and Recommendations” should be leftblank and are to be completed by hand by the relevant board and the CA/ACA whoconducts the Final Entry Brief. The Cells should be increased in size before printingso that they evenly take up the full page.

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10-14September 2009

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b. The boundaries around the PQAS cells on page 2 are not fixed. The horizontalboundaries may be altered to fit the amount of text written in the cells but the amountof alteration should not obscure the guidance notes in the left hand column or push thecells onto the next page. The pre-set font size is 10 and this size should not be alteredany higher, or lower than size 9. The vertical boundaries are not to be altered.

c. The boundaries around the General Impressions cell are again flexible and thesame rules in Para 1017 sub para b apply, apart from reducing the font size. Two blanklines are to be left below the last text.

d. This part of the form is to be printed ‘back to back’ as soon as it is completed.

e. The final General Impression comments are to be copied and pasted into therelevant part of the TAFMIS journal.

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10-15September 2009

Table 10-2. RESTRICTED STAFF (when completed)AFCO Form 101 (RN) page 2

Name: a URN: a

* Should only be commented on if applicable/relevant

General and Positive facts

Negative facts PQAS Score

FINANCIAL SUMMARY Will/Will not cope on Service pay Savings, Debts, Expenditure/income/commitments relevant to new entry pay.

b b

PERSONAL CIRCUMSTANCES Home life, Family Health, Support for Application, Trauma andReaction*, PNR Maturity*. Rels.

b b

SOCIABILITY Support for RN Drugs Policy Appearance*, POE/Vocab*,Social Life, Team Involvement, UYOs, Group activities.

b b

TRAINABLE & PAL Physical Activity -what/how often/how far etc. AcademicAchievement, Work relatedTraining*, BOP Related Skills /interests, Persona achievements. Swimming. Domestic choresPersonal admin.

b b

ADAPTABLE Experience of Communal living, Adapted to Change*, Attitude toAuthority, Time away from home/family. Rels. Leadershipexperience*.

b b

TRUSTWORTHY Experience of Responsibility*, Cash Handling*, Conduct at Interview, Work/School record/ Timekeeping/Discipline/Truancy

b b

SATISFIABLE Aspiration/motivation-Service & Branch, Is it Attainable or Unrealistic(in RN/BO), Knowledge of Branch/Service/Training/TCoS

b b

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Table 10-3. RESTRICTED STAFF (when completed)AFCO Form 101 (RN) Page 3

Interviewers General Impression

Interviewers recommendation

English Speaking and Listening

Tick L1 or Not Yet Level 1 box for each criterion

Record of referral advice given to applicants scoring 4 or fewer

Specialist Board’s Remarks and Recommendations

Final Entry Brief Conducted/Comments

b

Service BOP Yes* d Yes* d PQAS

Total No* d No* d e

English as First Language* f L1 or above* f

Probably 1 2 3 4 5 6 7 5 or more: Continue with recruitingprocess. 3 or 4: Re-assess duringupdate interview. 2 or fewer: Refer forsupport

L1 or above g g g g g g gNot yet at L1 g g g g g g g

h

Name/Rank a Sig & CA Code

j Date i

PRMC k DiversAcquaint

k NavalNurse

k BandAudition

k RNAC k

Comments k

Signature: BOARD RESULT

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RESTRICTED STAFF (when completed)

Comments k

Signature:

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SECTION 7 - PERSONAL QUALITIES ASSESSMENT SCORE

1018. General

a. On completion of the interview, the AFCO Form 101 Part 4 is to be completed anda Personal Qualities Assessment Score recorded for each of the essential criteria (seebelow). The minimum acceptable PQAS for all RN Branches is 18, with a score of 20required for RM. If a ‘R’ (Reject) is awarded in any of the essential criteria, theCandidate is not eligible for entry.

b. If a candidate scores a PQAS of 18 or more (20 or more for RM) and has not beenrejected on any of the PQAS essential criteria, a rejection decision based on PersonalQualities WILL NOT be acceptable. If there is concern regarding the furtherprocessing of a Candidate scoring 18 or more then a PQAS Review should berequested.

c. If a candidate is rejected, the appropriate TAFMIS End State must be used.

Table 10-4. Essential Criteria Guide

CRITERIA EVIDENCE/ACTIONS PERSONAL QUALITIES

Personal Circumstances

State of familySavings, debtsTraumaSupportCommitments (familial & fiscal)

Domestic responsibility.Financial responsibility.Mental fortitude & strength of character.Attitude to others

Sociability Social habits. FriendsTeam sports/STAsDurability

Leadership. GregariousnessCommitment/loyaltyAppearance/pride

Trainable Work Experience/job recordSTAs/Uniformed Youth OrgsPhysical fitness regimeAcademic/professional qualsFurther Potential

AttitudeDetermination/dedicationStrength of CharacterResolve Fitness

Adaptable School, work record. Communal living/UYOsHolidays. Mix of FriendsUniform (Schl, SCC, work)

Attitude.Independence. MaturityEnthusiasm, dynamismConfidence

Trustworthy Cash-handling responsiblities.Delinquency. Positions of resp.(schl, job, work exp. Babysitting)

Honesty. Confidence. Maturity.Realism.Altruism. Dependable.

Satisfiable Knowledge of RN & BOP. Visits to RN ships, Acted on advice of CA? Read leaflets, watched video,Contact with RN personnel

Credibility. Maturity. Honesty.Realistic. Single-minded. Confident. Military Bearing.

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Table 10-5. Example PQAS Form

FINANCIAL SUMMARY

Bank Accounts, Building Society Accounts, Savings Debts, Credit Cards, Other Significant Expenditure, Will/Will not cope on Service pay

Will cope on Service payPay £75pw.PM £10pw£750 savingsNil debts. Manages finances

Will not cope on Service payOutstanding car loan £3K at £100pm. 2 x credit cards £5KRent £30pwGym £35pwMortgage £400pmFinancial irresponsibility

PQASBr/Trd Br/Trd1 2

PERSONAL CIRCUMSTANCES

Home life, Family Health,Support for Application,Trauma and Reaction, Partner Support or Otherwise, Future plans

Family supportive. C lives with Ps. Gd rels with Ps. Coped Ps div (15), regular contact with all family. PNR supports application.F Health problems - FT care arranged. No family health problems.Trauma – coped. Mature. 2 children-M providing care.

Ps not supportive (may interfere). PNR unsupportive. Unstable rels with Ps. Single P – no child care planned. Ps div – could not cope. Trauma – did not cope. Immature.

R R123456

SOCIABILITY

Appearance, Dress/Bearing POE/Vocab, Sense of Humour, Social Life, Team Involvement (Yos Societies Sport), UYO,Contact and View of Drugs and Solvents

Supports Drugs PolicyConfident. Gd PoE/vocab. Varied team activities (SCC 1pw, fball 2pw). Wide mix of friends (scouts, work, sch). Smart – made effort to impress. Gd rels SCH and work.

Does not sup Drugs PolicySocial habits incompatible with Service life. Untidy appear. Nil team activities. Few friends, would not mix. Very shy. Argumentative.

R R1 12 23 34 4 5 5 6 6

TRAINABLE

Academic Achievement, Job Record, Trade Related skills, Physical Activity Level, NCO Potential (if applicable)

Good NCO potential – PO SCC. Medium PAL- intends to improve. Gym 3pw, rugby 2pw, runs 5pw for 5 miles. Swims 6pm. DoE (G). Many active STAs-SCC 4yrs, netball 2pw. Average academics. Worked hard. Excellent mechanical knowledge enjoys tinkering with car.

PAL – poor attitude to fitness. Moderate PAL - intends to improve. Only running 1pw for 1 mile. Poor work record – sacked. Dislikes computers. Few STAs – sedentary. No effort to find employment. Below average academics. No BOP related job record.

R R1 12 23 34 45 56 6

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1019. General Notes For Guidance – (PQAS)

a. These notes provide guidance for the completion of the Personal QualitiesAssessment Score (PQAS) and are to be used when completing the PQAS. They willnot precisely describe an individual candidate and care is to be taken thatcandidates are not discriminated against because of their social or ethnicbackground which may restrict their participation in part-time employment,communal or sporting events or organised societies. A guide to abbreviationsused in the PQAS report is at the Annex 10A.

ADAPTABLE

Ability to Live in Communal Environment, Holidays, No of Homes, Adapted to Family Trauma, Attitude to Authority, Attitude to Combat, NI/SAAttitude to Weapon Training, Reaction to Tri-Service Statement

Cadet camps x6. Ship visits. Household chores (wash & ironing 2pw). F ex RN – moved often – adaptable. Gd rels (Sch/work). Gd attitude to authority. Gd disc/ truancy record. Vol for NI (RM)

Disliked SCC camps – homesick. No pers admin. No hols – hates travelling. Poor attitude to authority (sch/work). Played truant x5 in yr11. Many moves – unable to settle No evidence of communal living.

R R1 12 23 34 45 56 6

TRUSTWORTHY

Responsibility at School YO or in STAs, Cash Handling, Baby Sitting, Part-Time Jobs, Job Record since leaving School, Attitude to/Views on Police, Adverse Contact with Police, Conduct at Interview, Evasive/Open

Baby sitter (3yrs). Prefect. Patrol Leader, Cadet PO. Promoted to team leader (work) – likes responsibility. Consistent job record since leaving sch. Open & honest. Cash handling £10K pw – work. Reliable employee in PTJ, able to work unsupervised.

Refused promotion – hates responsibility. Poor job record –sacked (late) – no regrets. Suspended at sch (1wk) – no regrets. Not forthcoming at IV. Contradictory statements.

R R1 12 23 34 45 56 6

SATISFIABLE

What does he/she want from Service & Branch Trade, Is it Attainable or Unrealistic, Knowledge of Branch/Trade Choice and Service, Motivation,Efforts made to Increase Knowledge, Leaflets read, Listened to Counselling

Realistic BOP. Gd Service/ BOP /basic training/mechanical/technical/TCOS knowledge. Long term interest. Highly motivated. Seeks promotion with travel. Ship visits (SCC). Family RN. Listened to advice and acted on it – improving PAL

Unrealistic aspirations – hates running (Mne). Dislikes team work. Loner. Hates early mornings. Poor BOP/Service knowledge. Little motivation – ‘just a job’. Failed to read lflts. Wishes to work nr home.

R R1 12 23 34 45 56 6

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10-21September 2009

b. Using the information gathered during the Selection Interview, each candidate isto be assessed against six PQAS Categories i.e:

• Personal Circumstances • Sociability • Trainable • Adaptable • Trustworthy • Satisfiable

c. For each Category either a Reject decision or a score of 1 to 6 is required, where1 = Low and 6 = High. A simple addition of all scores will provide the PQAS scorewhich has a score range of 0 (assuming 6 Reject decisions) to 36. This addition mustbe completed carefully, and preferably with the aid of a calculator.

d. The definitions given in each Category are an example of the types of traits/achievements expected of a candidate for the award of a particular score. A candidatedoes not need to meet all the definitions in any category to be given that score. Clearlythe definitions cannot cover every eventuality and therefore it is vital that interviewersuse their judgement and discretion when assessing candidates. The followingexamples illustrate ways in which these Notes for Guidance should be used.

(1) A potential Royal Marine who had little to no success at school but who hada keen interest in and success at a number of pastimes, and was an SCC/ACC/ATC NCO and had achieved a DOE Gold could be awarded a 5 for trainability,although clearly definition 5a does not apply.

(2) A candidate whose Sociability is described by definitions 2a, 4b and 4e couldbe awarded a score of 3 as an ‘average’ although none of the definitions incategory 3 actually describe the candidate.

1020. Notes

a. Note that 4 of the 6 Categories assess suitability for Service, irrespective ofBranch of Preference i.e. Personal Circumstances, Sociability, Adaptable andTrustworthy. However, 2 Categories aim to provide an assessment of suitability forService in a particular Branch of Preference i.e. Trainable and Satisfiable. Thefollowing example illustrates the way in which suitability for Branch of Preference maybe assessed:

"A potential Communication Technician may be well motivated towards theBranch, have held this entry as an aim for a number of years and have a goodknowledge of both training and lifestyle. However, despite above average RTresults, there are clear indications that he/she is unlikely to have the drive anddetermination to complete more than 3 years of training e.g. they declined theopportunity for, or dropped out of, Further Education because they had hadenough of classroom work and are adamant that they only want to be doing a realjob. Such a candidate may score well on Satisfiable but be Rejected or score 1 onTrainable"

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b. In summary, interviewers must use their judgement when assessing candidatesand endeavour to award the candidate the most appropriate score for each Categorywith adequate written justification.

• There are several references to organised societies (unformed or otherwise)and this includes SCC, CCF, ACC, ATC, Scouts, Guides, Boys Brigade andother similar organisations as well as organisations aimed at oldercandidates.

• A reject under any of the 6 headings will make the candidate unacceptablefor service i.e. TAFMIS.J End State Code NSI(R) while a total PQAS scoreless than 18 will indicate a TAFMIS.J End State Code of NSI(x).

• A separate PQAS is to be produced for each preferred Branch as defined atMoD Form 4, Question 2.12. Any differences in the scores awarded, as theresult of the alternative preferred Branches, are to highlighted and justifiedin the PQAS write-up on AFCO Form 101.

c. The PQAS Guidance notes MUST be used when assessing the PQAS score. Thenotes are for guidance only and will not precisely describe an individual candidate.Care is to be taken that candidates are not discriminated against because of social orethnic background which may restrict their participation in part-time employment,communal or sporting events or organised societies.

d. The definitions given in each category are an example of the types of traits/achievements expected of a candidate for the award of a particular score. A candidatedoes not need to meet all the definitions in any category to be given that score. Clearlythe definitions cannot cover every eventuality and therefore it is vital that interviewersuse their judgement and discretion when assessing candidates.

1021. Key Elements for a Successful PQAS Write-UpTips for a successful write-up are:

a. Always consider these two essential questions:

(1) Is the Candidate suitable for Service?

(2) Is the Candidate suitable for Branch of Preference?

b. Complete all mandatory points first.

c. Be brief – however ensure that there is no ambiguity.

d. Academic ability should be relevant.

e. Consider comments in relation to essential criteria.

f. Be accurate and use quotations if appropriate.

g. Do not write full sentences; use abbreviations and terse, bullet points.

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10-23September 2009

1022. Interviewer’s General Impression BoxThe Interviewer’s General Impression box is to be completed by the CA who

conducted the Selection Interview and calculated the PQAS.

a. A pen picture of the Candidate, avoiding contentious personal descriptors.

b. Emphasise any Danger Signs and their Compensating Qualities.

(1) Where a Candidate had scored below the Branch defined RT score or RTPart Score and he/she is recommended for entry the use of discretion must beclearly stated and justified. The following phrase must be used:

“Despite a shortfall in RT1/RT2/RT3/total RT, the following compensating factorsapply:…..insert brief list of main compensating factor(s)”.

(2) Whether or not the Candidate is a settling risk.

c. Whether or not the Candidate is an academic training risk based on the RT/REresult using descriptors at Chapter 15 Section 1 Para 1504.

d. Comment on the suitability for the Service and BOP.

e. Mandatory points: Reject code (if applicable).

1023. Interviewer’s Recommendation BoxComplete as follows:

a. THE APPLICANT IS SUITABLE FOR. Tick Yes/No boxes under Service/ Branch1/Branch 2.

b. PQAS BR/TRD 1. Input PQAS total for first Branch Preference or R if R isawarded in any Essential Criteria.

c. PQAS BR/TRD 2. Input PQAS total for second Branch Preference if appropriate.

d. SIGNATURE/NAME/RANK/CA CODE/DATE. Once the Interviewer’sRecommendation has been completed, the AFCO Form 101 is to be printed off in hardcopy and signed by the CA who conducted the Selection Interview. On completion, itis to be married up with the AFCO Form 4, AFCO Form 102 and entry documentationto be forwarded to the relevant NETE.

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10-24September 2009

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1024. PQAS Guidance Definitions

a. Personal Circumstances. Are the candidate’s personal circumstances anddomestic arrangements likely to give the candidate the support necessary to make asuccessful commitment?

CATEGORY DEFINITION

REJECT

Reject if: a. Candidate is immature and could not cope with the responsibility of Service life.b. Candidate is incapable of dealing with problems or is applying to avoidresponsibilities at home.c. There are any problems that may prevent the candidate fulfilling allService obligations e.g. poor health of next of kin/near relative which mightrequire compassionate leave/discharge or cause severe anxiety duringtraining or career of partner prevents mobility.d. Candidate whose parents/spouse/fiancé/partner does not support theapplication or whose marriage/relationship is unstable, which could placeundue pressure on the candidate to request PVR.e. Candidate who has given no consideration to accommodationarrangements for his/her family whilst undergoing training.f. There is indication of financial irresponsibility in the recent past. g. Candidate has debts or financial commitments which could not be metfrom his/her initial rates of pay, allowing for moderate living expenses.h. Candidate would face some financial hardship due to reduction in incomein the short/medium term. He/she has minor reservations but appears toaccept the situation.

1

a. Candidate demonstrates immaturity with strong dependence on closefamily ties. There are serious doubts about his/her ability to cope with Servicelife.b. Candidate who is well motivated toward the Service but with supportiveparents/spouse/fiancé/partner from whom separation may causeconsiderable stress in the early stages of Service life. May withdraw fromtraining due to emotional pressures.c. There have been family problems that have been or are close to beingresolved. The candidate may not have coped with, or is still affected by, theincidents e.g. death of close friend or relative, ill health of family member orother major trauma.d. Candidate whose parents/spouse/fiancé/partner does not support theapplication, which may place undue pressure on the candidate to requestdischarge. Candidate has considered the possible pressure and feels able tocope.e. Candidate is fully aware that family accommodation will not be providedduring training, but has not yet finalised possible alternative arrangements.f. Candidate has shown financial irresponsibility in the past, and althoughnow financially sound, there is little evidence of financial responsibility.g. Candidate has been or is subject to a County Court Order.h. Candidate has not considered how to meet his/her financial commitmentsthat require to be met from initial Service pay, essential expenses would becovered but only basic living expenses would be affordable.

2

a. Candidate was unable to live away from home in the past but has nowmatured and is expected to be able to cope with Service life.b. Candidate has required significant time to come to terms with past trauma;however, there are no domestic problems at present that would preventcandidate from fulfilling all Service commitments.c. Candidate indicates that their parent/spouse/fiancé/partner is supportive ofthe application, is aware of the implications of Service life and is prepared toaccept separation but anticipates emotional pressures and that he/she maybe affected by them.

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10-25September 2009

2 (cont)

d. Candidate has considered arrangements for their family’saccommodation; however, arrangements have not yet been made.e. Candidate has shown financial irresponsibility in the past, but is nowfinancially sound. f. Candidate has considered how to meet his/her financial commitments andis aware only basic living expenses are available and/or the candidate willhave to cope with a significant reduction in income.

3

a. Candidate demonstrates maturity expected of age and is able to cope withService life.b. Candidate has coped well with trauma. There are no current domesticproblems that would prevent the candidate from fulfilling all Servicecommitments.c. The parents/spouse/fiancé/partner demonstrate their support of theapplication and no additional pressure is anticipated from them.d. Candidate in casual relationship and is unlikely to succumb to emotionalpressures.e. Candidate has made adequate provision for family accommodation whilstin training.f. Candidate has shown financial responsibility in the past, and remainsfinancially sound without significant debts which cannot be serviced.g. Candidate has considered how to meet his/her financial commitments andwill cope on Service pay.

4

a. Candidate demonstrates maturity beyond his/her years and should copewell with Service life.b. Candidate has coped well with past or on-going trauma.c. There are no current domestic problems that would prevent the candidatefrom fulfilling all Service commitments.d. The parents/spouse/fiancé/partner fully support the application and areactively encouraging it.e. Candidate with family who has made comprehensive practical provisionsfor their absence during early stages of Service life.f. Candidate with his/her own family or who copes independently. There is noindication of domestic problems to-date.g. Candidate who demonstrates financial responsibility and is financiallysound, showing maturity in the handling of financial affairs.h. Candidate may have lived independently in the past, e.g. in a halls ofresidence or "year out" travelling and been responsible for their personalmoney management

5

a. Candidate has a very mature outlook on life.b. There are no domestic or family problems which are in any way likely tointerfere with candidate’s performance in the RN/RM.c. Candidate’s family and/or partner are fully in favour of the application andsupport the candidate fully in all respects.d. Candidate is living independently and is very capable of managing theirresponsibilities.e. Candidate is financially astute and is capable of ably managing.f. Candidate is fully aware of their financial situation, having substantialsavings and suitable income to finance their minimal debts whilst maintaininga good standard of living.

6An outstanding, mature and independent candidate who has considerable expertise inmanaging his/her own affairs and possibly helping and advising others in themanagement of their affairs. He/she has the full and complete support of family/friends

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b. Sociability. Would the candidate be able to mix socially in a militaryenvironment?

CATEGORY DEFINITION

REJECT

Reject if: a.Candidate indicates repeated class ‘A’ drug-taking abuse or is outside theacceptable limits of drug use as defined in BR689, 0207b. Candidate is totally unhygienic and would offend others in a barrackblock or ship.c. Candidate is antagonistic; demonstrating that he/she cannot or will notco-operate with other people.d. Candidate is a loner and would not mix with other people, and/ordemonstrates signs of immaturity which are unacceptable in a militaryenvironment.e. Candidate has demonstrated an attitude or personality that would not fitinto the social and communal life of the Service.f. There is evidence upon which to question his/her integrity.

1

a. Candidate has low standards of personal hygiene and has made little orno effort to impress.b. Candidate has experimented with drugs within the acceptable limits asdefined in BR689, 0207c. Candidate has very poor powers of expression/vocabulary and cannotadequately explain him/herself.

2

a. Candidate has little experience of organised teamwork, despiteopportunities, but the indications are that he/she will be able to mix withother people.b. Candidate has had little to no contact with drug abuse, but has a firmopinion and views that they should be used for recreational purposes.

3

a. Candidate was casual but smart and had made an effort to present afavourable impression at interview.b. Candidate has some experience of teamwork and has been a memberand effective team member e.g. through regular employment, amembership of an organised society (uniformed or otherwise) or sportsclub.c. Candidate has a small circle of friends of both sexes and is of eventemperament and affable nature.d. Candidate has little to no involvement with drug abuse and expressesfirm views on the dangers of their use.

4

a. Candidate was smartly turned out for interview and had made anobvious effort to impress.b. Candidate has had regular experience of being a team player e.g. teamat work, sports squad or an organised society (uniformed or otherwise).c. Candidate has a wide range of friends of both sexes and possesses alikeable and agreeable personality.d. Candidate has good powers of expression and communication skills andis both responsive and mature.e. Candidate has never been involved with drug abuse and has very strongviews on their danger.

5

a. Candidate is an exceptionally smart individual who sets high personalstandards.b. Candidate has regularly demonstrated his/her teamwork in variousenvironments/situations. c. Candidate who is highly articulate and whose past and presentteamwork indicate an ability to command respect from both his/her peersand contemporaries alike.d. A mature, good nature, respected individual who will get on with mostpeople.

6An individual who sets and maintains the very highest personal standards. A naturalleader and focal point for a group of individuals. A mature, intelligent individual with awell-balanced personality and a good sense of humour.

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10-27September 2009

c. Trainable. Can the candidate be trained in the time available? Is it likely the Initialand Branch training will be completed?

CATEGORY DEFINITION

REJECT

Reject if: a. Candidate is not willing to work as demonstrated by school reports,job records or references. Was sacked from a number of jobsor has left without good reason.b. Candidate has insufficient determination to complete a course oftraining. May include an ex-serviceman/woman who has failed or waswithdrawn from Initial or Branch training on previous engagement.c. Candidate does not demonstrate the physical attributes required forthe rigours of Initial or Branch training. d. Candidate who has no reported Physical Activity Level and hasshown no conviction to the required fitness levels.e. Candidate has displayed an indifference to and no enthusiasm forhis/her chosen Branch. f. Candidate has no interests or activities to which he/she applieshimself/herself.

1

a. Candidate has made little effort to realise potential at school or workthrough truancy, poor attitude or very poor job record. However, has adesire to join the RN/RM and is likely to work hard during training toachieve this objective.b. Candidate of limited ability who has not produced results by whichpotential can be measured. May have satisfied RT requirements onlyusing discretion. The indications are that he/she has the ability tocomplete Initial and Branch training, but may be a training risk.c. Candidate has a Very Low Physical Activity Level. He/sheparticipates in less than 45-min of physical activity per week and hasshown no acknowledgement that this is a problem.d. There is no clear evidence that the candidate possesses theleadership potential required for early promotion.

2

a. Candidate’s school or early job record was poor. However, sincethen Candidate has had a change of attitude and is now producingeffective results.b. Candidate is a member of an organised society (uniformed orotherwise), or full time employee, who has made little progress.c. Candidate’s Service/Branch motivation is unconvincing.d. Candidate has limited number of interests or activities pursued tolittle depth.e. Candidate has a Low Physical Activity Level. He/she participates inless than 90-min of physical activity per week, all of which is of lowintensity (e.g. walking). They are also less than convincing that they aretaking any remedial action to improve matters.

3

a. Candidate produced effective results at school or in subsequentemployment in either academic or practical subjects/areas. May have anumber of passes in educational or vocational qualifications oracceptable equivalents.b. Candidate may have limited exam success but has undertakensome further education, job or RN/RM Branch-related training whichindicates that he/she will be trainable in preferred Branch.c. Candidate has no formal qualifications but school/record and/orsubsequent experience indicate a good training prospect. May be a re-entrant who has completed Initial/Branch training previously and isapplying for a new Branch.d. Candidate is an employee or a member of an organised society(uniformed or otherwise) who has reached a moderate standard/position within the company/society.e. Candidate’s Service/Branch motivation is good - there are no doubtsconcerning their physical ability to complete training.f. Candidate has shown an interest in a number of pastimes andactivities which have been pursued in some depth.

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3 (cont)

g. Candidate is mature with family responsibilities which limit thepursuit of activities formally undertaken. However, he/she still pursuesone or two activities in some depth.h. A candidate has a Moderate Physical Activity Level. He/sheundertakes at least 90-min of physical activity per week, at least 60-minof which is at a higher intensity (e.g. games sports, running, cycling,gymnasium). The candidate has acknowledged that he/she will bewilling to increase this level to meet the demands of Initial and BranchTraining.

4

a. Candidate was successful at school /FE in academic/practicalsubjects and may have formal qualifications or acceptable equivalents.Has shown application in the past and is likely to do so in the future.Has above average potential and will be able to cope with RN/RMtraining. b. Branch/Service motivation is strong and is well suited to chosenBranch.c. Candidate whose school records may have been average but whohas shown successful assimilation of job-related training or success inFE or employment that he/she is a very good training prospect.d. Candidate may have been an ex-Serviceman/woman who hasgained Branch-related skills/experience in a civilian job, or is a re-entrant.e. Candidate is an employee or member of an organised society(uniformed or otherwise) who may have held a position of responsibilityand who achieved a high position/standing within the company/society.f. Candidate has a Medium Physical Activity Level. He/she undertakesat least 120-min of physical activity per week, at least 60-min of whichis at a higher intensity (e.g. games sports, running, cycling,gymnasium). He/she is willing to increase their fitness programme andwill cope with the demands of Initial and Branch Training.g. Candidate has a wide range of interests and activities which havebeen pursued in depth, perhaps involving adventure training or outwardbound courses. May be a mature Candidate with family who continuesto pursue a narrower range of hobbies in depth.

5

a. Candidate has been very successful at school, FE and/or HigherEducation and has formal qualifications at ’GCSE’/SCE or ‘A’/HigherLevel or acceptable equivalents.b. Candidate has had great success in job-related continuation trainingand has strong Branch-related skills or experience.c. Candidate is well motivated toward the RN/RM and highly suitablefor the chosen Branch.d. A mature or re-entry candidate, with or without formal qualifications,with considerable work experience closely allied to that of chosenBranch who has clearly demonstrated the capacity to cope withtraining.e. Candidate is an employee or a member of an organised society(uniformed or otherwise) who holds or has held a position ofresponsibility for some time within that organisation. Has achieved andmaintained a high position/standard in the company/society, e.g. amanager, DofE Gold, Chief Scout/Queen’s Guide.f. Candidate has a High Physical Activity Level. He/she undertakes atleast 150-min of physical activity per week, at least 90-min of which isat a higher intensity (e.g. games sports, running, cycling, gymnasium.He/she is still making efforts to improve their fitness level and is fullycapable of meeting the demands of Initial and Branch Training.g. Candidate has a wide range of interests which have been pursued indepth and has achieved significant success as a result. May be amature candidate with family who has pursued one hobby toexcellence.

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10-29September 2009

d. Adaptable. Is the candidate likely to adapt to and stick with the communal anddisciplinary style of Service life?

6

An outstanding training prospect in all respects. Candidate is extremely fit, with aVery High Physical Activity Level i.e. he/she undertakes at least 180 min ofphysical activity per week, at least 120-min of which is at a higher intensity (e.g.games sports, running, cycling, gymnasium. He/she is very active and is more thancapable of meeting the demands of Initial and Branch Training. Candidate is highlymotivated toward Initial and Branch training, has specific and/or high leveleducational or vocational qualifications, and/or relevant work experience, whichgives them excellent potential towards their preferred Branch and the RN/RM.

CATEGORY DEFINITION

REJECT

Reject if: a. There are clear indications that the Candidate has failed to adapt tochanging circumstances or to cope with stress and it seems unlikely thatthis has changed.b. Candidate has consistently had poor relationships with authority, e.g. atschool, work or the civil police. May have had an extremely poor truancyor absentee record.c. Candidate is likely to react adversely to Service discipline especiallyduring Initial training.d. Candidate clearly not suited to military life, e.g. individualist, pacifistand may have significant reservations or has given no thought aboutbeing in combat.e. Candidate shows little determination and few military attributes and isunlikely to complete training.

1

a. Candidate reacted badly to discipline at school and/or in the workingenvironment but appears to be changing his/her ways. Well motivated tothe Service and is likely to accept discipline because of strong motivation.b. Candidate has lived or is living away from home and may have difficultyin re-adjusting to accept the restrictions of barrack room life. May be amature, independent candidate "set in his/her ways".c. Candidate resigned from an organised society without good reason.d. There are some reservations about the candidate’s determination to"stick" at Initial and Branch training until completion. May be an ex-serviceman/woman who failed to complete training previously.e. Candidate, who has never lived away from home, has neverexperienced being apart from their family and has given little thought tothe circumstances.

2

a. Candidate has coped with varying degrees of success to changingcircumstances in his/her life. Ability to adapt may be inconsistent.b. Candidate may have reacted badly to discipline at school or in earlyemployment but since then has shown acceptance of the need fordiscipline.c. Candidate shows sufficient determination to complete Initial training.His/her perseverance at Branch training is not totally assured.

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10-30September 2009

BR 3PART 4

3

a. There have been disruptions in the candidate’s life and he/she hascoped well with them, showing a fair degree of maturity. Should copeunder stress.b. Candidate has had no disciplinary problems at school or work and hasshown acceptance of the need for organisation and discipline.c. Candidate has never lived away from home and adaptability cannot bepositively measured but personality is such that he/she should adapt toService life.d. Candidate has spent some time as an employee or a member of anorganised society (uniformed or otherwise) which may have required theacceptance of discipline. Has attended a number of working trips/camps/expeditions/group meetings and may have experienced living in acommunal environment.e. Candidate shows the determination and drive necessary to cope withtraining. May show some military attributes.

4

a. Candidate has suffered disruptions but has coped extremely well withchanging circumstances and has shown considerable maturity in theconduct of life to date.b. Candidate is from a Service family or professional family, whorelocated often, who has coped well with many disruptions in the family lifeand is seeking a familiar lifestyle.c. Candidate has had a consistently good disciplinary record and mayhave held or holds a position of responsibility at school, FE and/oremployment.d. Candidate has lived away from home on numerous occasions, or isliving independently now, and thrives on changing circumstances andmeeting and living with other people. Would readily adjust to barrack roomlife.e. Candidate has been a long-term member of an organised society(uniformed or otherwise). He/she may have been to a number of RN/RMEstablishments and seen, and approved of, Service life at first hand. Maybe an ex-serviceman/woman.f. Candidate has considerable strength of character and is extremelykeen to do well at training.

5

a. Candidate has an excellent record of adapting well to changes inhome, work and social environments. There is evidence of the candidatehaving coped well under stress.b. Candidate’s disciplinary record to date is excellent. He/she has clearlyshown understanding of the need for discipline and can both receive andadminister discipline. May be ex-Service or a mature working candidate.c. Candidate has an excellent record in employment and/or in anorganised society (uniformed or otherwise) and has held effectively aposition of responsibility for some time within that workplace/organisation.

6

Candidate may have held position(s) of responsibility and has an outstanding recordof adaptability in every respect. Has considerable experience of living in a communalenvironment and will emerge naturally as the leader of any group. Would fit naturallyinto a military environment and will achieve a high degree of success at training

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10-31September 2009

e. Trustworthy. Is the candidate responsible and trustworthy?

CATEGORY DEFINITION

REJECT

Reject if: a. Candidate admits ‘unspent’ anti-social offences during interview(s),e.g. theft or any offences involving violence, convictions forsexual offences including prostitution, and sentences for imprisonmentfor a criminal offence.b. Candidate’s past demonstrates a pattern of dishonesty, wilfuldisobedience or flouting the law.c. Candidate is subject to a County Court Judgement and has beendeclared an ‘Undischarged’ Bankrupt.d. Candidate has a poor attitude to authority and the civil police andwould rather obstruct than help them to carry out their duties.e. Candidate is deliberately evasive during interview(s) and it is felt thatinformation is being withheld.f. It is proved that the Candidate has lied during the interview(s).

1

a. Candidate has declared a civil conviction(s) of a nature requiring andeligible for a Criminal Conviction Waiver in accord with BR689, Annex4E, or minor offences in the past. Offence(s) may indicate somedisregard for authority, but candidate may express regret and isconvincing that he/she appears to have learnt from this.b. Candidate has indifferent attitude to authority and the civil police.c. Candidate was a little evasive during the interview but, on probing,revealed all. It is clear that reluctance was an attempt to avoidembarrassment rather than wilfully to deceive.

2

a. Candidate has recent minor offence(s) not involving dishonest intent,e.g. road traffic offence(s) which may demonstrate some disregard forauthority or the law.b. Candidate expressed some support for authority generally and thecivil police.c. There are no positive indications as to the candidate’s honesty ordishonesty, but could have been more open.

3

a. On occasions, candidate has been given, and exercised, positions oftrust and/or responsibility and has proved to be reliable.b. Candidate has not had the opportunity to take up part-timeemployment and/or a position of trust. However, indications are that he/she would have progressed well had they been able to, i.e. an individualwho mixes well.c. Candidate expressed some moderate to strong support for authoritygenerally and for the civil police.d. Candidate was frank and sincere through out the interview suggestingthat he/she is an honest and reliable individual. May have supportingreferences.

4

a. Candidate has been in or is in a position of trust, e.g. responsible forhandling cash or goods or exercising responsibility in a significant way(position of responsibility within an organisation or prefect, etc. atschool).b. Candidate may be an ex-Serviceman/woman with an exemplaryprevious Service conduct record. May have held positions of trust and/orresponsibility when in the Service, e.g. security clearances, or sinceleaving.c. A mature candidate with family or home responsibilities he/she meetsin full, indicating reliability and integrity.d. Candidate who is keenly aware of and accepts the need for authorityand the civil police.

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BR 3PART 4

f. Satisfiable. Is the candidate likely to complete his/her engagement in chosenBranch? Are career and lifestyle aspirations realistic and attainable?

5

a. Candidate has proved that their honesty is beyond question, e.g.cashier, treasurer of club/society.b. Candidate has been employed full-time in a position ofunquestionable trust, e.g. nurse, police officer. Has produced excellentreferences in support of trustworthiness, e.g. employee responsible forsubstantial amounts of money and stock.c. A mature candidate who can be relied upon and has successfullyfulfilled diverse and significant responsibilities at work and at home.d. Open, honest and totally convincing at interview.

6Candidate whose honesty and integrity is beyond question, as proved by his/herrecord to date, and it is believed that the candidate can be relied upon in anycircumstances.

CATEGORY DEFINITION

REJECT

Reject if: a. Candidate’s sole motive for applying is to obtain a job. May have noknowledge of the RN/RM way of life and be unaware of the commitmentinvolved.b. Candidate’s interest and level of motivation in the RN/RM insufficientto overcome the initial pressures at Initial and Branch training.c. Candidate has made no effort to increase knowledge of Branch ofPreference and the Service and is unlikely to fulfil his/her aim to obtainjob satisfaction.d. May have totally unrealistic aspirations and has made no effort to readCareers Publications or to investigate the websitee. Candidate hopes to retain a number of aspects from present life whichwould not be possible on joining the Service, e.g. living at home, staticemployment.

1

a. Candidate could obtain satisfaction in the short term but long-termsatisfaction is uncertain. Career and/or lifestyle aspirations largelyunrealistic.b. A mature candidate with family whose sole motivation is to house thefamily and guarantee an income.c. Candidate has withdrawn a previous application without good cause.

2

a. A mature candidate whose motivation is largely for job security ratherthan a career.b. Candidate’s motivation for Service entry developed only fairly recentlybut some thought has been given to the extent of the personalcommitment required.c. A candidate whose desire to join the Service appears genuine but whohas given only some little consideration to their preferred Branch

3

a. Candidate has a genuine desire to join the RN/RM and has chosen aBranch appropriate to his/her aptitude. Has fairly realistic expectations ofhis/her career potential and Service lifestyle.b. Candidate has progressed to a reasonably responsible position withinemployment or organised society (uniformed or otherwise).Demonstrates some application.c. A mature candidate, with or without family, seeking not only jobsecurity but also a structured career.d. An ex-Serviceman/woman who was unable to change Branch onfailing training and has re-applied for an alternative Branch for which he/she is well motivated.

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4

a. Candidate is very well motivated towards the Service and has been forsome time. His/her ambitions and expectations are realistic, soundlybased upon good knowledge of the Service. Has experience orknowledge of the type of work chosen.b. Candidate fully appreciates the personal commitment involved in theService way of life.c. Candidate from a Service family with some idea of Service life, andwho is well motivated to the RN/RM and Branch of Preference.d. Candidate as been a long term employee or member of an organisedsociety (uniformed or otherwise) and progressed to a position ofauthority/responsibility within the organisation. May thrive in a structuredand disciplined environment.e. A mature candidate, with family, with a strong ambition for a careerwith promotion in Service.f. An ex-Serviceman/woman discharged under usual circumstances e.g.Notice, who has re-applied for same Branch.

5

a. Candidate with a long term interest in the RN/RM and has anexceptionally strong motivation towards a particular Branch. Candidatehas obtained qualifications, experience or skills to further his/her chanceof being successful.b. Candidate knows which Branch he/she wants to enter and has strongreasons to pursue that choice. May have spent some time in theappropriate section of a Ship/Establishment visit, or may have recentBranch-related experience/knowledge through employment.c. Candidate from a Service family with first hand experience of Servicelife, or an ex-Servicemen/woman, who is highly motivated towards theRN/RM and chosen employment.d. Candidate has held or holds a senior and responsible position ofauthority in employment or an organised society (uniformed orotherwise).e. A mature candidate with family who accepts without question that his/her primary duty will be to the RN/RM.

6Candidate’s sole objective in life is to make a long-term career in the RN/RM andcontribute his/her skills to the Service. He/she is outstanding in all respects andseems well able to achieve realistic ambitions. Shows considerable potential

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SECTION 8 - THE SELECTION INTERVIEW

1025. General

a. The basis of the Selection Interview is the AFCO Form 101. The Interview is to beconducted in accordance with the procedures laid down in that section and by the RNSchool of Recruiting. The Careers Adviser is responsible for making therecommendation in respect of a candidate’s employability and suitability for NavalService.

b. Criminal convictions that have been declared by candidates on their AFCO Form4 and/or MOD Form 493 and have been assessed as eligible to process should beinvestigated and assessed with regard to a criminal conviction waiver after asuccessful selection interview and PQAS assessment. This will ensure that there isno bias in the selection discussion and that unnecessary information is not gainedfrom the candidate.

c. Drugs misuse must be addressed during the selection interview. The mostappropriate time to cover this subject is during the section covering Spare TimeActivities. The CA is not to ask the candidate outright if they use or have used drugs,rather the subject should be approached through tactful probing of the candidates’overall exposure to drugs.

d. Declarations of sexual orientation, and even use of the terms "Girlfriend" or"Boyfriend" can polarise interviews and should be avoided if sensibly possible. If theterms ‘Girlfriend’ or ‘Boyfriend’ are used by the candidate during the course of theinterview, then Careers Staff may freely continue the flow of the interview using theseterms and record the information as 'PNR' to present the overall ‘penpicture’ of thecandidate. To assess the ability of a candidate to ‘settle’, questions relating to socialrelationships should be framed more as follows:

‘Is there anyone close to you who does not agree with your application to enterthe Naval Service?’

‘If you are entered into the Naval Service you will be required to serve away fromhome for extended periods of time. How do you think those close to you would beaffected by this separation?’

‘If you are entered into the Naval Service how do you feel about separation fromthose close to you?’

e. Candidates Whose Expression Of Their Sexuality Might Cause Offence. It is foreach individual to decide whether or not to disclose their sexuality. Candidates whodisplay outrageous or ‘camp’ behaviour are to be processed and interviewed in thenormal manner. If a candidate is considered suitable, prior to the Post Interview Brief,the candidate may be told that their application can now be processed to therecruiting stage. it must then be tactfully and carefully explained to the candidate thattheir sexual orientation is not the business of the Service, so they should not go out oftheir way to make their sexual orientation an issue. It must also be explained thatoutrageous or ‘camp’ behaviour is inappropriate in a member of the Armed Forces; islikely to cause offence; is often disruptive and as such, is not tolerated by the Serviceas it may impact on the cohesion necessary to sustain operational efficiency. If acandidate indicates he/she is not prepared to moderate obviously outrageousbehaviour, then they are to be rejected.

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1026. Trained Re-Entries - General

a. Irrespective of the length of break in Service, a new AFCO 101 is to be raised foreach candidate. Careers Staff will have a great deal more information available tothem about a candidate re-entering the Service than those entering for the first time.Prior to the interview, Careers Staff should make full use of the following documents:

• The original AFCO 101/QR2 (if less than 3 years old ).• Training record (if available).• Training wastage return (if available).• Notations recorded on the Service Certificate.

b. Since more information is available about the candidate, the re-entry interview willdiffer significantly from an initial interview. It is essential that the reason the candidatewas discharged from the Service, and motivation for re-entry, are fully investigated andrecorded on the AFCO 101.

1027. Untrained Re-Entries.The interview should follow the formal interview format but additional emphasis must

be placed on changes to the candidates circumstances, work record and achievements sinceleaving the Service. If applicable, the steps taken by the candidate to rectify adverse commentsshown on Training Records or Training Wastage returns are to be recorded on the AFCO 101.

1028. Trained Re-Entries (see also Re-Entries (Trained) Processing) (Chap 9 Section 8)

a. Candidates in this category will be former RN/RM who achieved at least the AbleRate or equivalent before discharge and are re-entering the Naval Service in theirformer Branch. It also applies to serving RFR/RMR candidates entering on a SpecialShort Service Engagement. Since the Trained re-entrant will very quickly enter on tothe "Trained Strength", it is essential that the Careers Advisers Selection Report is ascomprehensive as possible. The Interview should concentrate on the following areas:

(1) Family circumstances and, if applicable, how they differ from previousService. What provision is being made for the care of any children and futurehousing requirements should also be noted.

(2) Educational qualifications are to be compared with those noted on theapplicants Service Certificate. Only further education and qualifications obtainedsince leaving the Service need to be covered in this section.

(3) Details of employment or unemployment since leaving the service and stepstaken to find employment. Financial outgoings and Debts must be fully coveredand the individuals ability to manage on future Service pay.

(4) Spare time activities and physical or sporting involvement or interests sinceleaving the Service.

(5) Reasons for leaving the service and changes in circumstances to promptapplication to re-enter and, if entering a new BOC, motivation and BOCknowledge.

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(6) Previous notice submissions, decorations received, advancementqualifications, poor character and efficiency assessments.

b. A comprehensive Selection Report and recommendation is to be made by theCareers Adviser in the AFCO 101. It is important to note that the Forms 101/QR2 arefrequently referred to in the event of in Service representations and complaints.

1029. Serving RNR Entering on Full Career

a. This category also applies to serving RNR entering on a TC (Special ShortService Engagement.) Irrespective of the time lapse between the RNR interview andthe application for entry into the RN, a new AFCO 101 is to be raised. The originalAFCO 101/QR2 may be obtained for reference for candidates entering the Servicewithin three years of the initial RNR entry. If the time since original entry into the RNRis in excess of three years the original AFCO 101/QR2 is not to be used.

b. The Interview should concentrate on the following areas:

(1) Family circumstances and the family attitude to anticipated lengthyseparation. What provision is being made for the care of any children and, futurehousing requirements.

(2) Educational qualifications are to be compared with those noted on thecandidates’ RNR Service Certificate. Only further education and qualificationsobtained since the original interview should be covered in this section.

(3) Details of employment or unemployment since joining the RNR. It isessential that present income, outgoings and debts are fully investigated and thatthe applicant is aware of the rate of pay once entered.

(4) Spare time activities and physical or sporting involvement or interestscovered.

(5) Motivation and realistic awareness of Regular service.

c. A comprehensive Selection Report and recommendation is to be made by theCareers Adviser in the AFCO 101.

1030. RMR Entering On Full CareerIrrespective of rank held, serving RMR candidates entering on Full Career are to be

interviewed as for ‘Trained re-entries’. If applicable, the candidates original AFCO 101(if lessthan 3 years old) should be gained. The candidates’ former RMR QR3 is not to be used.

1031. Personal Qualities Assessment

a. All candidates who are interviewed are to be given a Personal QualitiesAssessment Score, which is to be recorded on the AFCO 101. The PQAS scoreshould reflect the interviewer's assessment of the candidate's personal suitability fortraining and Service life irrespective of test scores. The PQAS should be calculatedimmediately after the interview and prior to a final selection decision being made.

b. Careers Advisers have no discretion with the minimum acceptable PQ score fora BOP.

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1032. Rejection of Candidates

a. A rejection code is to be entered on TAFMIS and the AFCO 101. It is current CNRpolicy that candidates who are rejected may, at the discretion of the CA, be eitherverbally rejected or rejected by letter. Candidates rejected verbally must also be sentthe appropriate TAFMIS letter.

b. Candidates may be re-interviewed provided they meet the RT requirement for theBOP. The timescale for the re-interview is at the discretion of the CA, and theappropriate TAFMIS letter sent.

c. Candidates who are considered suitable for a BOP which subsequently becomesover subscribed and is then closed to recruiting, should be re-interviewed and analternative BOP offered to the candidate. However, the final choice of branch/categorymust be left to the candidate. The possibility of a subsequent branch transfer to theiroriginal BOP is never to be given to the candidate and is never to be offered as aninducement to choose a particular BOP. Candidates who do not wish to consider analternative BOP are to be verbally rejected and invited to re-visit the AFCO at a futuredate.

d. Candidates who ‘fail to attend’ (FTA) at any stage of the recruiting process priorto being given an allocation date e.g. RT, RE, Interview, Medical, Selection Board,Audition or PRMC are to be considered for rejection.

e. It is essential that details of any candidates who refuse to attest or engage at theNETE are recorded on TAFMIS by CNR RA.

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SECTION 9 - PROCESSING SUCCESSFUL CANDIDATES (RATING)

1033. General

a. On completion of successful Interview the CA must carefully brief the candidate.The candidate is to be shown their signed AFCO Form 4 (and relevant supplement)and asked to read again the completed "Cautionary Notes" and declarations containedin the AFCO Form 5. The candidate is then to be asked if they wish to re-consider theirapplication.

b. It is then to be explained to the candidate that their application is subject to MODapproval and it will now be forwarded for consideration by CNR. A promise ofacceptance or entry, either expressed or implied, is never to be given to the candidate.

1034. Post Interview Caution

a. All candidates are then to be given the following verbal caution about future Policeinvolvement: "It is a condition of entry into the Naval Service that should you becomeinvolved with the Police, either as a witness or subject to prosecution, you must reportthe facts immediately to a member of the Careers Staff at this AFCO. Failure to do somay delay your final entry or may be considered as fraudulently withholdinginformation. You are also to inform us if there are any changes in your personalcircumstances".

b. The caution form from TAFMIS should be printed and signed by both the CA andthe applicant and then retained in the S1605 for a period of 3 years.

1035. Documentation Of Successful Candidates

a. On completion of successful Interview the Careers Adviser is to raise entrydocumentation for candidates. It is essential that documents are carefully preparedand checked for accuracy.

b. All documents generated by TAFMIS must be checked by the Careers Adviser toensure that the candidate is briefed on, and will sign for, the correct rate andengagement at the NETE.

c. Two copies of each form are to be printed; the Candidate and the AFCO copies.

1036. Form 3049

a. TAFMIS will generate a branch-specific S3049 for the RN or RM as appropriate.The Careers Adviser is to read through the document, line by line, with the candidate.

(1) Part 1 - Personal Details. Self explanatory.

(2) Part 2 - Engagement. This section provides details of the engagement intowhich the candidate is entering and their rights of discharge.

(3) Part 3 - Declaration By Careers Adviser. Self explanatory.

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(4) Part 4 - Declaration By Candidate. It is vitally important that the candidatereads and fully understands this section. In particular, para 4.2, which expresslystates the entry branch and, crucially, that the candidate has not been coercedinto joining.

(5) Part 5 - (RN). Final approval for entry. To be completed at HMS RALEIGH.

(6) Part 5 - (RM). Certificate of Attestation. To be completed at CTCRMLympstone

(7) Part 6 - (RM Only). Final approval for entry. To be completed at CTCRMLympstone.

b. The S3049 is to be included with Part Entry Papers (PEPs).

1037. Form 486

a. This form is required for all candidates under the age of 18 on entry.

b. The form is to be given to the candidate for Parental Consent signature and returnto the AFCO on completion. Although the details of the form are computer generatedthey must be checked by the Careers Adviser for accuracy. The ‘Notes’ relating toparental consent are to be explained to the candidate and it must be stressed that the‘witness to signature’ is to be signed by a person with some standing in the community(examples at para 4). The Parental consent copy is to be included with Part EntryPapers (PEPs).

c. Recruiting personnel are to issue the parental consent form for photography ofunder 18s at the same time as the MoD Form 486. The consent form should beforwarded to HMS RALEIGH/CTCRM with the Part Entry Papers.

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SECTION 10 - AUDITIONS, BOARDS AND FURTHER ASSESSMENT - RATING/OTHER RANK CANDIDATES

1038. Potential Royal Marines Course (PRMC)

a. All candidates for the RM are required to undertake the PRMC at CTCRM. Asuccessful pass at PRMC will remain extant for a period of 12 months. A POC passwill also remain extant for 12 months for RM officer candidates who fail AIB, however,as the PRMC and the POC assess different qualities, any candidate who has passedthe POC is still required to pass the PRMC if he wishes to be processed for RM otherrank. Re-entrants into the RM will not normally be required to pass a further PRMC.

b. Bids for PRMC are normally carried out via TAFMIS. Bids for PRMC which requiremanual intervention (i.e. candidate withdrawn by SO1 Rec) are to be made throughSO1 Rec by e-mail or telephone. SO1 Rec must be notified immediately, by telephoneor e-mail, of any cancellations or when candidates require a new allocation havingalready appeared on the TAFMIS system.

c. PEPs are to be forwarded to arrive at the PRMC a minimum of 2 weeks prior tothe PRMC start date. If PEPs cannot be forwarded in time to meet this deadline, thePRMC staff must be contacted to make alternative arrangements. The followingdocuments are to be forwarded to CTCRM prior to the PRMC:

• Two passport size photographs.• The original AFCO 101 (photocopy to be retained at AFCO).• Photocopies of References.• Indemnity Form.• PRMC self-measurement Form.• Medical Documents (for those with Former Service)

d. Every PRMC candidate is to receive a specific pre-PRMC brief (at Annex A toChapter 10 Section 10) prior to attending PRMC. The timing of this brief is to be left toCAs discretion so that the number of visits to AFCOs can be kept to a minimum.Where possible, each candidate must have the opportunity of viewing the PRMCvideo. Candidates are to be encouraged to read the brief in the AFCO so that theyhave an opportunity to discuss any aspects of concern.

e. Candidates are informed on completion of the course whether they have beensuccessful or not. CTCRM will return AFCO Forms 4 and 101 to the AFCO and willinform CNR and SO1 Recs of the results of the PRMC. Careers Staff are to Bid for aprovisional entry date, for those who are eligible, immediately the PRMC result isknown.

f. Candidates who fail to reach the standard required but are considered worthy ofa further attempt are to be rejected. It is essential that candidates who fail the PRMCbut are in this category are to be encouraged to continue with their application. Thenumber of times a candidate can take the PRMC or POC is 3. However, furtherattempts may be considered but at the discretion of the CA/PRMC WO as this will bedependent on the reasons for failure.

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g. Whilst it will remains the responsibility of CA’s to counsel PRMC candidates asappropriate, if the CA feels that it may be beneficial for the candidate to speak withtheir PRMC Section Commander this can be arranged. Details should be passedeither direct by phone to WO PRMC or by email to ‘CTCRM-CTW-PRMC’. Thefollowing details are required:

• Candidate’s full name, PRMC No, and home/mobile telephone no.• CAs name and telephone number.• The PRMC Section Commander will then speak with the Candidate and

debrief the CA afterwards.

1039. PRMC InjuriesCareers Staff should brief candidates that the MOD will only meet claims arising from

accidents or injuries to candidates attending PRMC, if MOD is held to be negligent. MOD willnot accept liability for claims, which are not attributable to MOD negligence. Candidatesshould be strongly advised to purchase personal insurance to protect themselves against anyaccident or injury not attributable to MOD negligence, or Act of God, during the PRMC.

1040. PRMC TravelCandidates are to travel to the PRMC by rail. Rail warrants must show the AFCO UIN,

together with purpose of travel code 21. Journey times should be planned so that thecandidates arrive at CTC after 1400 on the Tuesday of the course. CTCRM must be informedif a candidate cannot arrive at this time.

1041. RM Band Service - Auditions.

a. Auditions are held annually and RMSM will inform all CNR of the dates. TheRMSM audition lasts from PM on the Monday and completes PM Thursday or AMFriday. The Audition consists of a comprehensive musical audition, a dentalexamination, fitness profiles and tests and a personal interview.

b. At least 4 weeks before the audition, joining and travelling instructions are issuedto the candidate. Two passport size photographs and Photocopies of the followingdocuments are then to be forwarded to RMSM:

• The AFCO 101 (photocopy to be retained at AFCO).• Two References (photocopies to be retained at AFCO).• For those with Former Service their Service Medical Documents.• Copies of music examination certificates.

c. On completion of the audition and tests, all documents will be returned to theappropriate AFCO together with a letter from the RMSM. On receipt of the RMSMaudition result letter Careers Staff are to:

• Note the outcome of the Audition. • Place a photocopy of the letter with the candidate's documentation.• Forward the original RMSM letter to the candidate.• When BPSS complete, bid for an entry date to CNR.

d. Candidates who fail the musical audition or for whom there are no knownvacancies, are to be rejected as appropriate. The use of the appropriate end state willenable both AFCOs and RMSM to identify suitable candidates in the event ofunexpected vacancies occurring.

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e. Successful candidates join the RM Band Service in September of each year.RMSM is to be informed immediately if a candidate withdraws prior to entry. Thosewho withdraw will, if they re-apply, be required to undergo the full selection processand Audition.

1042. Naval Nurse Selection Boards - Naval Nurse (Student)

a. Student NN Boards are held at the Health Studies Division, Fort Blockhouse,Gosport. Dates of Boards and administration procedure will be published by CNR asa RI.

b. A passport sized photograph and photocopies of the following are to be forwardedto CNR NMD when application is made:

• AFCO 101.• Two References.• QARNNS information sheet.

c. During the Board all NN (S) candidates will be required to give a 10 minutepresentation on a subject of their choice. Presentation aids, such as OHP orPowerPoint, can be used and will be made available to candidates. Handouts can begiven but are not a requirement. The aim of this presentation is to generate discussionamongst peers.

d. The Board will select only the number of candidates required to fill each availabletraining course. On completion of the Board CNR will inform AFCOs of the results andreturn PEPs together with recommendations concerning those who wereunsuccessful.

e. Candidates who are unsuccessful at the NN Board are to be rejected. Those whofail the Board but are recommended to sit the Board again are to be rejected.

1043. Naval Nurse Selection Boards - Naval Nurse (Qualified)

a. NN (Q) Boards are held at CNR HQ. Dates of Boards and administrationprocedure will be published by CNR as a RI.

b. Candidates must be Registered on Part 1, 12, 13, or 15 of the United KingdomCentral Council (UKCC) Professional Register. Additionally, those nurses who haveundergone a Diploma in Health Studies course (Project 2000) must have completedAdult Branch, Child Branch or Mental Health Branch Training. A passport sizedphotograph and photocopies of the following are to be forwarded to CNR NMD whenapplication is made for a Board:

• AFCO 101.• Two References.• A passport sized photograph.• QARNNS information sheet.• Candidates’ Statement of Entry in the UKCC Professional Register.

(However, candidates may still be submitted for the Board provided that theyhave passed their final nursing examinations or are in their last 6 months oftraining).

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c. CNR NMD will issue `call to board' letters and will inform AFCOs of the outcomeof the board. AFCOs may then inform candidates. Candidates who are unsuccessfulat the Board are to be rejected. A further application may be made by the candidateafter a minimum period of 12 months.

1044. Diving Acquaints

a. Aim. The aim of the 1 day (2 night) course is to show potential Divers where andhow Naval diving training is conducted and, by undertaking non-diving exercises,including diving, give some exposure to the physical demands of Diver training.

b. The Acquaint Course will take place at the Defence Diving School, Horsea Island,Portsmouth. Course dates and other practical arrangements will be promulgated byRI. The maximum number of candidates for each course is 10.

c. Candidates are to be advised that if they refuse to attend their application to joinas a Diver will not be processed further. Candidates who are unable to attend any ofthe courses promulgated by RI are to be advised that they will be offered alternativedates, but that this will affect their entry date, which may have to be delayed.

d. CAs are to ensure that candidates are in date medically (AFCO ME Divingmedical) and that they are aware that the Acquaint will be physically demanding.Candidates are to also to be advised that they must be strong swimmers as they willbe required to swim, in dry suits, for an extended period in open water (Horsea Lake).CAs are also to check with the candidate that they are not suffering from anytemporary illness (colds, chest infections etc.) that will render them incapable ofundertaking the Acquaint.

e. CAs, in consultation with candidates, are then to complete a copy of the TAFMISproforma for each of their candidates and this is to be sent, via TAFMIS/Navy Net e-mail to FLEET-CNR OPS VISITS RO, who will then allocate candidates to courses andsend joining instructions direct to candidates together with details of travelarrangements and warrants.

f. On completion of the Course, candidates will be given a ‘certificate of attendance’which will indicate the candidates’ performance on the Acquaint. DDS will copy the‘certificate of attendance’ to the appropriate AFCOs. CAs are to arrange follow-upinterviews with candidates, to discuss the outcome of the Acquaint.

g. Details of candidates wishing to withdraw their application to join as Divers are tobe passed to CNR RA immediately so that allocations can be amended accordingly.Candidates who withdraw voluntarily are to be rejected, depending whether an entrydate has been allocated or not. Any candidate who does not continue with Diverselection must be counselled to consider all other Branches for which they are eligible.Details of candidates who opt for an alternative BOP are also to be passed to CNR RA.

h. Two possible results are possible for PEDA:

(1) SATISFACTORY or above - candidate has the potential to complete thediving course and can be put forward for a joining date.

(2) JUST or BELOW SATISFACTORY - Candidate not yet ready to commencediver training and will need to re-attend before acceptance to the specialisation.

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Annex A toChapter 10Section 10

BRIEF FOR CANDIDATES ATTENDING THE POTENTIAL ROYAL MARINES COURSE(PRMC) AT THE COMMANDO TRAINING CENTRE ROYAL MARINES

This brief does not replace the PRMC video; it is designed to complement it. This brief should be given in tandem with the video being shown.

INTRODUCTION

The next step on your career path to becoming a Royal Marines Commando is to pass thePotential Royal Marines Course (PRMC) held at the Commando Training Centre RoyalMarines in Devon. The course is 2 ½ days long and will ask a lot of you, but if you are mentallydetermined, physically prepared and made of the right material you will be successful. Equallyimportant, the course allows you to have a look at the Royal Marines, find out more about thecareer opportunities available to you and see what the 32 weeks of Recruit training will be like.

To be successful on PRMC you must prepare yourself, both physically and mentally, for whatwill be a hard and challenging 2 ½ days. The Royal Marines do not expect ‘supermen’ to turnup for PRMC but they will be looking for whether you have the qualities to make a RoyalMarines Commando: determination, a good level of physical fitness, stamina, mental abilityand the ability to rise to a challenge.

PREPARATION

Mental Preparation. It is important that you prepare yourself mentally for the challenge ahead.You will be away from home for 3 days living in a 16 man room, with up to 63 other candidateson the course. Depending on your background this may seem daunting. But do not worry,others will be feeling the same way. On arrival at CTCRM you will be met at the train stationand taken to your accommodation. You will start to meet other candidates and have time tosort yourself out ready for Day 1. You may be nervous about the physical aspects of the courseso talk with your roommates to see how they are coping. The key is to remain in a positiveframe of mind - you have done extremely well to get this far, all that remains is to give a goodaccount of yourself.

The 2½ days will be tough. However fit you are, you will be pushed to your physical limits andwill be working outside of your ‘comfort zone’. Prepare yourself mentally for the challenge –you can do this! You must maintain your motivation over the whole period of the course. Donot judge yourself - leave that to the PRMC team. If you feel that you are not performing toyour full potential, dig deeper, remember all that they are looking for is potential and not thefinished product. However you will be expected to give 100% at all times.

Physical Preparation. The PRMC may be the toughest 2½ days of your life. Do notunderestimate the requirements of the course; if you have not prepared yourself you will findthe going extremely tough. Your training in preparation must be specific to enable you to gaina pass at PRMC. Guidance is given in the Potential Royal Marines Fitness Schedule whichalso gives some suggested training regimes. It is imperative your training routine is spreadover each week with consecutive training days that will help build stamina. Some of yourtraining sessions need to be hard and repeated over a two day period to imitate the PRMCconditions. After hard sessions allow rest days, these are important in allowing the body to re-adjust. Ideally your training must be conducted in a variety of weather conditions in order to

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build up your willpower and stamina. Variety is important so include swimming, gym work andpossibly circuits to give variety in your training. Whatever training regime you decide to use,look at what is required on PRMC and gear your training accordingly.

Remember,

“By failing to prepare you are preparing to fail”

Abraham Lincoln

If you have an Injury. If you have an injury then attending PRMC will probably make it worseand your chances of passing PRMC will be greatly reduced. So if you are injured then tell yourAFCO, and your PRMC date can be re-scheduled. This is just commonsense – it will not in anyway reflect on how you are viewed.

TRAVEL TO THE PRMC & SETTLING IN

You will be issued with a letter giving your dates and outlining the course. Attached is a kit listand travel instructions with a warrant for your travel. Check the train times prior to departurewith the national rail phone number. Travel in smart civilian clothing (trousers, shirt and tie).There is no requirement for a jacket.

On arrival at Lympstone Commando Station, usually by mid afternoon, you will be met andtaken to the PRMC accommodation. You can settle in that afternoon while meeting all theother course members. These may be the people that you will eventually go through trainingwith! You will be given briefings on the course and issued clothing and boots during theafternoon and evening. You will also be fed, remember though - eat sensibly and drink lots ofwater. You may also be required to sit a Basic Skills test, to assess your Maths and Englishability. This is a computer-based test that requires no preparation. Just concentrate and doyour best. This period also gives you an opportunity to see the superb Learning Centrefacilities which will be available to you at Lympstone. After a good nights rest it is an early start- up, wash and shave, tidy your accommodation and breakfast.

THE COURSE ITSELF

There are four main physical assessments on the PRMC. Remember when you are trainingthat these 4 activities come in quick succession, as do the 4 tests that make up Gym Test 1.This means you will be tired before you start most of the assessments. Train accordingly,especially using the Gym Test 1 exercise techniques detailed below. The four physicalassessments are as follows:

3 mile run: This is the first physical test of Day 1. The 3 mile run is split into 2 parts. The first1.5 mile is run as a squad in a time of 12 min 30 sec. The second 1.5 mile is conducted as abest effort timed run - you will be expected to complete this 1.5 mile in as quick a time as youpossibly can. Any one taking longer than 10 min 30 sec will fail the course. Remember allphysical activities on the PRMC commence with an appropriate warm up - train accordingly.

Gym Test 1: The next physical test is on the afternoon of Day 1. You will move to thegymnasium to undertake Gym Test 1. To begin with, the Physical Training Staff will brief youon the way you will be expected to conduct yourself during the RMFA. You will then begin theAssessment, which consists of the following:

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Progressive Shuttle Run (the ‘Bleep’ Test) - You will run between 2 lines, 20 metres apart, at apace dictated by bleeps, beginning at ‘level 1’. Each level has several ‘shuttles’ at the samepace and the pace quickens at the start of each new level. The first few levels serve as thewarm-up for the Shuttle Run itself. Take care to wear non-slip trainers to aid turning at the endof each shuttle. Your target is to achieve Level 13.

Press-up Test – The duration of the test is 2 minutes, 60 press-ups is your target. The bodymust be kept straight at all times, the chest will be lowered to meet another candidate’s fist,you must then fully lock out the arms on the upward motion. Your hands will be shoulder widthapart and your elbows must be kept into your side. Poor form will result in you being stopped.

Sit-up Test – Once again the test will last for 2 minutes, 80 sit-ups is your target. Your feet willbe held by a partner, your fingers must stay in contact with your temples and your elbows mustmake contact with the mat on the rearward motion and come up to touch the knees on theupward motion, your knees must be kept together. Poor form will result in you being stopped.

Pull-up Test – This exercise will be carried out on a wooden beam, 6 pull-ups is your target.You will adopt an “overhand grasp” your body will hang straight and then be pulled up until yourchin is over the beam. The exercise will be done to the commands of “bend and stretch” - thisis to ensure strictness and prevent the use of momentum, you will be told to “drop off” if youdo not stay in time.

Note. You should train to get as close as possible to the targets detailed above. Do not worryif you score less during the test – it’s effort that counts. Be aware that exercises must becarried out correctly, you will be very closely scrutinised and the tests follow each other in quicksuccession. So you will get tired, and very few candidates manage to achieve their “personalbest”. Train hard, using the exercise techniques detailed above and do the best you can.

Assault Course Morning: This comprises 3 main areas:

High Obstacle Course: This course is designed to see if you have a head for heights. You willhave to climb ladders, traverse ropes and negotiate obstacles at heights up to 30 ft from theground. This is a criteria test so it must be completed to be successful on the course.

Assault Course: You will be shown the best techniques to cross the obstacles before you aregiven the chance to prove yourself with a timed run around the complete course – you will haveto work hard to achieve the best possible time.

Determination Test: On completion of the Assault course you will be put through a series ofexercises designed to test your determination, commitment and resolve. The test lasts forapproximately 20 min and includes shuttle sprints, upper body exercises and running. You willbe expected to keep going and not give up no matter how uncomfortable and exhausted youmay feel.

Note. The assault course morning is conducted in all weathers rain or shine and you will berunning and physically active for over two and a half hours, so you will need to posses a greatdeal of stamina.

Gym Test 2: The final physical test at the end of Day 2. Back in the gym for 5 team stanceseach lasting 3 minutes. These are multi activity stances to check out your co-ordination andteamwork. You will be watched closely and assessed to see if you can operate effectively asa team member whilst pushing yourself to the limit. This is your last chance to impress theinstructors – go for it!

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OTHER ACTIVITIES

Swimming. You will be asked to jump off the diving board and swim one length of breaststroke. This is not a test so if you cannot swim it does not matter at this stage. However RoyalMarines spend a lot of time working from boats and everyone has to pass an annual battleswimming test. You will not be allowed to pass out from training until you can swim, so if youpass PRMC get down to your local pool and learn – it is also good cross training.

Commando Slide. This is where you experience some of the excitement and adrenaline thatthe Tarzan Course has to offer. You’ll need a cool head for heights, but do not worry - you’llbe strapped into a safety harness first and the instructors will assist you.

Interview. Your section Corporal on the PRMC Team will interview you during the time you areat CTCRM. During this interview you should show that you have a realistic understanding ofthe Royal Marines. Study all the literature given to you in the careers office including the Globe& Laurel (the Corps magazine), which will explain what the Royal Marines have been up torecently. Go to your local library or onto the internet (royalnavy.mod.uk) to find out more aboutthe Corps. There are a number of information boards around the PRMC accommodation, usethese to complement your knowledge. A candidate showing a good broad based knowledgeof the Corps suggests that he has taken his application seriously and ‘wants’ to become aRoyal Marine.

Interest Lectures. During the course you will receive lectures on various aspects of the RoyalMarines including weapons acquaints, career opportunities, realities of training and you willhave the chance to talk candidly with some of the senior recruits in camp. Please ask as manyquestions as you like. It is important that you understand the commitment you will be taking on.

VOLUNTARY WITHDRAWAL

You will be briefed on Day 1 that you can withdraw yourself from the course at any time, andthere may be times that you feel like quitting – don’t. Whatever activity you are doing will soonfinish and you will recover and feel better for achieving success. It is only by continuing withthe course for the full 2 ½ days that you can really get a feel for the Royal Marines. You canthen make an honest judgement if it is for you. Very few candidates actually fail the course;the large majority of those who don’t make it withdraw themselves, saying they feel physicallyunprepared. So remember – train hard, race easy.

Candidates that ‘withdraw at own request’ will normally be given the opportunity to return toCTCRM for a second and, if necessary, third attempt at PRMC. Based on your performanceup to the point of withdrawal the instructors will advise you on how better to prepare yourself.They will also give you a set time before you can return for your next shot.

RESULTS

All candidates who remain on the course for the full 2 ½ days should remember that it does notnecessarily matter how well you do, as long as it is your very best effort. You will be given oneof 2 possible results:

Passed PRMC – Ready for RM Recruit Training now. This means that you will offered aRecruit Troop joining date in the near future and start your training.

Failed PRMC – Not Yet Ready for Recruit Training. These are candidates whose performanceindicates that they need longer to prepare before they will be ready to attend another PRMC.

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These candidates will be given recommendations on how best to prepare and a suitable returntime.

Your Career Advisors will make all the necessary arrangements for either your entry intoRecruit Training or for another attempt at PRMC so please get in touch with them at the earliestopportunity after returning home.

CONCLUSION

The PRMC is a tough assessment - which you would expect before joining an eliteorganisation like the Royal Marines. Thorough physical and mental preparation will give youthe best chance of success. Your ability to pass or fail lies squarely with you. If you preparesensibly and thoroughly and heed the advice you have been given in this letter, there shouldbe no reason why you should not be successful. The PRMC team is positive in outlook, willencourage you to perform to the best of your ability and they want you to pass. You simply needto do your very best and give 100% throughout your time at CTCRM. If you’ve preparedproperly then you should thoroughly enjoy the PRMC.

Good luck with your training and preparations. Remember we have only selected you to attendthe PRMC because we think you have the qualities that suggest that you are capable ofbecoming a Royal Marines Commando.

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SECTION 11 - THE RN AND RM PRE JOINING FITNESS TESTS

1045. Applicability

a. The following are required to undertake and pass the Pre-Joining Fitness Test(PJFT(RN)):

• All RN candidates, after the AFCO ME medical examination but prior toentry.

• All RNR candidates, after the AFCO ME medical examination.• RM candidates are required to undertake a modified PJFT, the PJFT(RM),

after the AFCO ME medical examination but prior to PRMC.

b. Alternative arrangements exist for the following candidates to undertake fitnesstraining:

• RMBS Candidates. Fitness testing forms part of the RMSM Auditions.• RM Officers. Candidates undertake the POC prior to AIB. This requires a

significantly higher standard of fitness than the PJFT. Candidates should beadvised to follow the fitness schedule in CP114.

1046. Pass Criteria

a. RN & RNR Candidates. The criteria for the PJFT(RN) have been derived fromthe Royal Navy Fitness Test (RNFT). The pass/fail mark is equivalent to the RNFT time+ 10%.

b. All appropriate CPs have been revised to include details of the PJFT as follows:

• CP123. Pre-joining Fitness Programme (RN) (replaces CP111 and CP117).• CP114. Potential Royal Marines Fitness Schedule.• OFS18. New Entry Fitness Standards (RN Officers).• RFS34. New Entry Fitness Standards (RN Ratings).

c. Candidates applying to join the Royal Navy are to receive the appropriate fitnessguides as early as possible in the recruiting process. CAs are to ensure that copies ofCP123 or CP114, as appropriate, and the relevant fitness factsheet are handed to allcandidates during their first visit to an AFCO.

AGE MALE FEMALE

RN & RNR PJFT Standards

15 – 24 12 min 20 secs 14 min 35 secs

25 – 29 12 min 48 secs 15 min 13 secs

30 – 34 13 min 18 secs 15 min 55 secs

35 - 39 13 min 49 secs 16 min 40 secs

AGE RN DIVER PJFT Standards

All 10 min 0 secs

RM Standards

All 12 min 30 first run10 min 30 secs second run

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1047. Testing Procedures

a. RN. Candidates are to be briefed on the PJFT(RN) during their AFCEI. Thefollowing key points are to be covered:

(1) The requirement for the PJFT(RN) after AFCO ME medical and before anentry date can be allocated.

(2) The format of the PJFT(RN) (i.e. 2.4 km/1.5 mile treadmill run at a fitnesscentre).

(3) The implication of failing (i.e. they will not be allocated a date to join but willbe given more time to get fit and retake the PJFT).

(4) The format of the RALEIGH Week 1 fitness test - a 2.4km run on the astro-turf football pitch with the same Pass/Fail time as the PJFT(RN).

(5) The implication of failing the Week 1 fitness test at HMS RALEIGH (i.e. theyare likely to be discharged immediately).

(6) They should also be advised that to cope better with the physical demandsof Phase 1 training, they should aim to achieve the RNFT fitness level beforejoining RALEIGH (as per the RFS 34).

b. RNR. Candidates are to be briefed on the PJFT(RN) during their AFCEI. Thefollowing key points are to be covered:

(1) The requirement for the PJFT(RN) after AFCO ME medical and before beingaccepted.

(2) The format of the PJFT(RN) (i.e. 2.4 km/1.5 mile treadmill run at a fitnesscentre).

(3) The implication of failing (ie. they will not be allocated a date to join aReserve Training Centre but will be given more time to get fit and retake the PJFT.

(4) The requirement to maintain fitness levels prior to attendance at the RNRPhase 2 Initial Training Course at HMS RALEIGH.

(5) The format of the RALEIGH fitness test – 2.4 km run on the astro-turf footballpitch with the same Pass/Fail time as the PJFT(RN).

(6) They should also be advised that to cope better with the physical demandsof Phase 1 training, they should aim to achieve the RNFT fitness level beforejoining RALEIGH (as per RFS 34).

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c. RM/RMR. Candidates are to be briefed during their initial interview on thePJFT(RM), covering the key points below:

(1) The requirement for the PJFT(RM).

(2) The format of the PJFT(RM) (i.e. 2 x 2.4 km/1.5 mile treadmill run at a fitnesscentre, treadmill set at 2 degrees incline, with a 60 sec rest between runs).

(3) The implication of failing (i.e. they will not be allocated a PRMC date but willbe given more time to get fit and retake the PJFT).

(4) RM candidates should also be advised that the PRMC is much morephysically demanding than the PJFT(RM) and that they are not to assume thatpassing the PJFT(RM) indicates a likelihood of passing PRMC.

(5) Candidates should, therefore, be working towards the fitness standards inCP114.

d. Travel Costs. Where applicable, travelling expenses for candidates to attendPJFT can be paid from the Contingency Account i.a.w the instructions in CNRStanding Orders. This is to be determined by individual CAs on a case by case basis.

e. Contract/Booking Difficulties. Any problems with Fitness Centres are to bereported to CNR SO1Ops as soon as they become evident. CAs are not to enter intodialogue with Fitness Centres directly, other than on purely administrative issues.

1048. Selection Procedures

a. Candidates who are successful at Selection Interview are to proceed to AFCO MEmedical. Once certified medically fit by the AFCO ME, candidates are to be given/sentthe appropriate PJFT Instruction letter, results proforma and list of Fitness Centresgiving them the authority to book a PJFT directly with the Fitness Centre. Candidateshave 7 days to book the test and 28 days to complete it. The procedure thereafter isdetermined by the result of the test. This process is summarised in the flowchartoverleaf.

b. The nominated representative of the Fitness Centre will conduct the PJFT andsign the Results Form. The Fitness Centre will return the original Results Form to theAFCO, give a copy to the candidate and retain one copy for their own records.

c. On receipt of the Results Form, the CA is to enter the results (i.e. date of test,height, weight, time and grade (one of either Pass, Fail, Failed to Attend, Failed toBook or Verified) into TAFMIS.

d. Duration of Pass. All PJFT passes remain valid for 12 months. Candidates notallocated entry dates within 12 months are to be given an ‘Update Interview’ and an‘Update AFCO ME Medical’ after which they are to undertake the PJFT again. Suchcandidates enter the PJFT process as '1st attempt candidates', iaw the diagramabove.

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e. Failure to Attend. The Fitness Centre is responsible for notifying the AFCOimmediately of any candidate who fails to attend a PJFT that has been booked. Onceinformed the AFCO is to contact the candidate ASAP and establish the reason for non-attendance. If deemed appropriate, the CA may authorise the candidate to bookanother date. If a candidate fails to attend a second appointment the CA is to enter‘Failed to Attend’ in TAFMIS. The candidate is to be sent the letter TAFMIS StandardLetter entitled ‘PJFT Final Fail’, which informs them that their application is beingterminated. They are to be rejected using the TAFMIS code ‘PJFT Final Failure’.

f. Failure to Book PJFT. CAs are to set a TAFMIS ‘user defined alert’ for 6 weeksafter the instructions letter is despatched. Where results sheets are not received theCA is to enter ‘Failed to Book’ in the Attempt 1 row of their TAFMIS PJFT result page.The candidate is to be sent the TAFMIS Standard Letter entitled ‘PJT Final Fail’, whichinforms them that their application is being terminated. They are to be rejected usingthe TAFMIS code ‘PJFT Final Failure’.

g. Re-applicants. Candidates who fail to gain entry at their original application withend states of 'PJFT Withdrawal' or 'PJFT Final Fail' (see diagram above) may re-applybut must first provide proof, at their own expense, of having achieved an appropriatelevel of fitness. Such candidates will be required to provide written proof from a FitnessCentre stating a that 2.4km run time (or 2x2.4km for RM/RMR) time has beenconducted under PJFT conditions. This must be verified by the CA with the FitnessCentre concerned; note that any Fitness Centre may be used on this occasion butcandidates should be encouraged to use a 'designated' centre. They may be given acopy of the PJFT protocol and results form, but must book and pay for their own test.The CA can then generate a new application for the candidate. If still in date, theprevious RT result may apply and the RT result box on TAFMIS may be waived. Thecandidate’s own ‘proof of fitness’ can be treated as a PJFT pass and entered inTAFMIS using the grade 'Verified' with an appropriate explanatory journal entry.

1049. Special Cases

a. The procedure above is to be used when processing routine candidates.However, CAs are encouraged to apply common sense and where they feel that acandidate is a special case an application for an exception to the rules may be made.Only CNR SO1OPS is authorised to grant exceptions and ARMs are authorised tomake applications direct to CNR SO1OPS.

b. A number of potential special cases have already been identified and these areto processed as follows:

(1) Divers. Divers must pass the PJFT prior to attending a Diver acquaint.

(2) Nurses. Prospective Nurses (Student and Qualified) must pass the PJFTprior to attending a Nurse Selection Board.

(3) TMU Candidates. Candidates whose application is suspended as a result ofbeing made TMU are to be sent/given the appropriate PJFT instructions letter assoon as they are certified medically fit by the AFCO ME.

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(4) Candidates from Remote Locations. Contracts with Fitness Centres wereplaced in such a way as to minimise the amount of travelling for candidates.Where travelling is an issue, a case may be made to treat the candidate as aspecial case iaw Para 1049b sub para (1) above.

(5) Re-entries. If it can be ascertained that a Re-Entrant is still in date for RNFTthen the PJFT requirement can be waived, with an explanatory journal entry,otherwise the procedure is as below.

(a) Trained RN. The PJFT is to be completed as soon as practicable postAFCO ME medical as per the instruction above. Candidates re-entering theNaval Service who are aged 40 or over are not to be allowed to undertakethe PJFT but are to be warned that the RNFT rules will apply from their dateof re-entry (i.e. mandatory Rockport Walk).

(b) Untrained RN. The normal PJFT process applies to all re-entrants whoare required to undertake any part of initial training (i.e. Phase 1 or 2) on re-entry.

(c) Trained RM. The PJFT does not apply to trained RM re-entrants butthey are to be warned that the normal RM BFT rules will apply to them fromthe date of re-entry.

(d) Untrained RM. The normal PJFT(RM)/PRMC process applies to alluntrained re-entrants.

1050. Overseas Candidates

a. Before travelling to UK, all overseas enquirers are to be counselled about therequirement to undertake the PJFT when visiting the UK for interview.

b. The timing of the PJFT is to be carefully programmed to allow for jet lag and anyother considerations. The procedure is as per the PJFT Process Diagram above withthe exception that, if they fail they may undertake attempts 2 and 3, at the CA’sdiscretion, without waiting for the mandatory 8 weeks, provided the candidate’sprevious attempt(s) indicate a reasonable expectation of passing.

c. Where CNR staff conduct overseas recruiting (e.g. Germany) then the AFCOresponsible for the visit is to make local arrangements for the PJFT to be completedby a suitably qualified fitness adviser, post AFCO ME medical.

d. PJFT – Specification

• Brief To The Fitness Assessor (FA)• Equipment• Candidate’s Brief• Conduct• Completion Of The PJFT Results Form

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1051. Brief to the Fitness Assessor (FA)

a. You shall administer the Royal Navy Pre- Joining Fitness Test (PJFT(RN)) and theRoyal Marines Pre-Joining Fitness Test (PJFT(RM)) which consist of weight andheight measurement, and a 2.4km timed run, (2x2.4km for RM/RMR), on a treadmill,in that order

b. You shall brief the applicant, conduct the test and complete the results certificatein accordance with the instructions below.

1052. EquipmentThe following equipment, all of which shall be calibrated on a regular basis in

accordance with the manufacturers’ recommendations, shall be required to conduct the test:

• Scales (kilograms). • Height Measure (centimetres).• Running Machine/Treadmill.

1053. Candidate’s BriefThe following brief must be read out to all applicants prior to commencement of the

PJFT, by the Fitness Assessor (FA):

a. This is the brief for all applicants who wish to carry out the Pre-Joining FitnessTest. At the end of this brief I will ask you to complete and sign paragraph 1 of theresults certificate.

b. You are required to be wearing appropriate running clothing and training shoes.The training shoes will be removed for the first 2 parts of the assessment, which areweight and height measurements.

c. The final part of the test will be the 2.4 km timed run, (2x2.4km for RM/RMR) whichwill be conducted on a running machine/treadmill.

d. I will conduct a warm up, stretch and familiarisation with the treadmill. Oncompletion of the warm up and only when we are both happy that all preparations havebeen conducted, will the test begin.

e. If you have any ailments or injuries you believe will restrict you from successfullycompleting the test you should bring them to my attention before commencing the test.

f. If at any time whilst carrying out the PJFT you feel unwell, you are to stopimmediately and alert me. You should also stop if you experience any sickness, painin the chest or light-headedness.

g. If you are given an instruction to terminate the test, you must obey it immediately.

h. I will now fully brief you on the instrument panel of the machine. All controlsettings, including the ‘Emergency Stop’ button, will be fully described to you prior tocommencing the test. If at any time during the brief you are unsure about how to usethe controls on the running machine you are advised to bring it to my attention.

i. FA to give brief on actual machine to be used.

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j. I am not authorised to give any verbal encouragement during the test; however, Iwill make you aware of exactly what pace you need to maintain in order to completethe test successfully.

k. The maximum times you will be allowed in order to achieve a "Pass" grade areshown on the letter that you received from your careers office. For information theseare shown above.

l. You are encouraged to drink water prior to the test.

m. I will conduct a comprehensive warm down and stretch after the test. I will alsoadvise you to put on extra clothing to keep warm and to drink water to replenish thefluids lost through testing.

n. Do you have any questions?

o. Do you wish me to demonstrate the machine?

p. Please complete and sign para.1 of the results certificate.

1054. Conduct

a. The protocols and conduct for the weight assessment are:

(1) The scales are to be calibrated on a regular basis in accordance with themanufacturers’ recommendations.

(2) The candidate is to be wearing running clothing without training shoes.

(3) The candidate is to be weighed by the FA and their weight in kilograms is tobe recorded on the results certificate, to 1 decimal place.

b. The protocols and conduct for the height assessment are:

(1) An approved ‘height measure’ is to be established within the Fitness Centre.

(2) Candidates are to be wearing running clothing without their training shoes.

(3) The height of the candidate, in centimetres, is to be taken by the FA. Themeasurement is to be recorded on the results certificate, to the nearest cm.

c. The protocols and conduct of the PJFT 2.4-km run are as follows:

(1) The running machine is to be calibrated and maintained on a regular basisand in accordance with the manufacturer’s recommendations.

(2) The running machine is to be set at zero inclination throughout the test, 2degree inclination for RM/RMR.

(3) The FA must be appropriately qualified and fully conversant with the controlsof the running machine.

(4) First Aid must be available in case of an emergency or accident.

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(5) The FA may supervise only one person at any one time. They may not standbetween machines monitoring 2 or more candidates simultaneously and mustremain in attendance at all times throughout the test.

(6) The candidate is to be given a comprehensive brief on how to use therunning machine, demonstrating start, stop and speed increase and decrease.There is to be a practical demonstration should the applicant be unused to runningon machines.

(7) The candidate is to be given a thorough warm up and stretch, by the FA, priorto commencing the test.

(8) The candidate is to control all settings on the running machine, speeding upand slowing down as required. The candidate is to be made fully aware of howthe distance and pace are measured on the machine’s display and the FA isauthorised to offer them verbal reminders of their present pace, distance coveredand target time etc.

(9) The run will commence when both the candidate and the FA are content thatall necessary preparations have been carried out.

(10) The time when the distance on the running machine reaches 2.4km is to berecorded, to the nearest whole second, by the FA for annotation on the resultscertificate. Both runs for RM/RMR are to be recorded, the candidate is allowed a1 min rest between runs.

(11) The candidate is to slow down the running machine in a safe and controlledmanner.

(12) The candidate is to be given a comprehensive warm down and stretch by theFA. They are also to be advised to replenish fluids and replace layers of clothingas necessary.

1055. Completion of the PJFT Results Form

a. The result form, which the candidate will have brought with them, is to becompleted as follows. The form is a TAFMIS letter.

b. Prior to conducting the test the candidate must complete and sign Section 1.

c. On completion of the assessment, the FA is to complete, sign and stamp all fieldsin Section 2.

d. Once paragraphs Sections 1 and 2 have been completed as required, thecandidate is to sign the acknowledgement section at Section 3.

e. Two copies of the form are to be made:

(1) The original is to be sent by the FA to the candidate's AFCO, by first classpost, within 24 hours of the test.

(2) One copy is to be handed to the candidate.

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(3) The second copy is to be retained by the Fitness Centre for their records andas part of the audit trail.

1056. Notes

a. Failure Routine After 1st Attempt. Candidates should be warned that they haveonly a total of 3 attempts at the PJFT, of which 2 remain. Failures will fall into one ofthe following 2 categories:

(1) Fail - Time within 30 Seconds of required standard. Candidates in thiscategory may attempt the PJFT again after one week. 2nd Attempt InstructionsLetter (RN/RM as appropriate) can be sent/given at a time agreed with thecandidate. CAs are to set a user-defined TAFMIS alerts to ensure that they areaware when to send letters and when they should expect results.

(2) Fail - Time not within 30 seconds of required standard. Candidates mustallow 8 weeks to complete the fitness programme before attempting the PJFTagain. 2nd Attempt Instructions Letter (RN/RM as appropriate) can only be sent/given 8 weeks after 1st attempt. CAs are to set a user-defined TAFMIS alerts toensure that they are aware when to send letters and when they should expectresults.

b. Failure Routine After 2nd Attempt. Candidates must allow 8 weeks toundertake the fitness programme, irrespective of time taken, before attempting thePJFT again. 3rd Attempt Instructions Letter (RN/RM as appropriate) can only be sent/given 8 weeks after 2nd attempt. Candidates should be warned that they have only atotal of 3 attempts at the PJFT, of which only 1 remains. CAs are to set a user-definedTAFMIS alerts to ensure that they are aware when to send letters and when theyshould expect results.

c. Reapplication. Candidates who are withdrawn because of failure to pass PJFTmay re-apply.

d. Failure To Attend.

1057. Candidate Withdrawal as Result of PJFT – Guidance on Inclusion of Data in PJFT Spreadsheet

a. As part of the process to measure the success or otherwise of PJFT, it is importantto be able to quantify how many candidates withdraw from the recruiting process as aresult of either failing to undertake, or failing to complete, the PJFT.

b. Completion of ‘Status’ Field of PJFT Spreadsheet. Until PJFT information can beinput to TRH, the data is to be collected using the PJFT spreadsheet. A column titled‘Status’ must be completed using the drop-down menu options of ‘Continue’,‘Withdrawn’ and ‘Withdrawn – PJFT’,

c. The Status field is to be completed for each candidate who undertakes PJFT, asfollows,

• Continue – Where the candidate remains in the recruiting process.• Withdrawn – If the candidate withdraws from the recruiting process for any

reason other than PJFT.

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• Withdrawn PJFT – Where a candidate withdraws from the recruiting processas a direct result of failing to undertake, or successfully complete, the PJFTprocess.

d. It is accepted that reasons for withdrawal are likely to involve some degree ofjudgement from individual CAs.

e. Where a candidate’s withdrawal due to non-completion of PJFT comes to the CAsattention after the monthly spreadsheet has been completed, CAs must note thecandidate’s withdrawal and record the event retrospectively into the PJFTspreadsheet at the monthly return.

Notes:

1. For these candidates, it is necessary to record only the following fields on thePJFT spreadsheet:

URN, Name and Initials, gender, and status (ie. ‘Withdrawn - PJFT’).

2. Entries can be made without a matching PJFT attempt.

f. Interim or mid monthly returns of withdrawn candidates are not required.Candidates who withdraw after PJFT for other reasons, should not be recorded in thespreadsheet.

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SECTION 12 - UPDATING SUCCESSFUL CANDIDATES

1058. Rating Candidates

a. AFCOs are to contact, at not more than six-month intervals, successfulcandidates who have not been allocated an entry date and inform them of the progressof their application.

b. When the period between the initial interview and the entry date exceeds 6months the candidate is to be given an update interview using the update 101 form.Update interviews are to then continue at 6 month intervals until entry. At the 9 monthpoint, consideration is to be given to ensuring that the candidate remains in date forSC, Medical and PJFT, all of which remain valid for 12 months.

c. Care should be taken when processing overseas candidates who have BOPs withlong waiting times. (i.e over 9 months).

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SECTION 13 - ALLOCATION OF ENTRY DATES

1059. General

a. The FOST Pipeline Manager provides CNR with the annual RN and RM recruitingtarget. The target shows the entry pattern to BRNC, Raleigh, CTCRM and the RMSchool of Music broken down into branches and numbers required over three terms.

b. Allocation of entry dates is carried out centrally by CNR Allocations (CNR RA).From the annual recruiting target, CNR RA will:

(1) Produce a Recruiting Sitrep, outlining the CNR requirements for each term.

(2) Action Bids from AFCOs on the TAFMIS system.

(3) Inform the entry establishments, a minimum of four weeks prior to the entrydate, of the number of ratings/other ranks joining by name and branch.

c. The monthly ‘Recruiting Sitrep’ will also update the Field Force on those branchrosters that are oversubscribed. Where the recruiting targets are small and the branchis oversubscribed, Careers Staff must take care to explain to candidates the likelywaiting time to enter these branches.

d. If after considering the probable waiting time to enter an oversubscribed branch acandidate decides to change their BOP, Careers Staff are to insert the chosen BOPwhen completing the Form 101. The choice of BOP must be left to the candidate.Careers Staff are not to persuade candidates to choose a particular alternative branch.No promise either expressed or implied is to be given to the candidate at the recruitingstage that they will be allowed subsequent transfer to their original BOP.

1060. Application for Provisional Entry Date

a. Once the selection process has been completed and the 1109 forwarded to DVA,a bid for an entry date may be made to CNR. A bid for an entry date is not to be madeuntil SC has been received for the following categories:

(1) Those who do not meet the Residency requirement.

(2) Candidates, their close relatives and, where applicable, spouse orcohabitant, who were born or have resided in Northern Ireland or Republic ofIreland.

(3) RM candidates until they have successfully completed PRMC or Audition.

(4) Trained re-entries.

(5) CRB clearance (where appropriate).

(6) Candidates with declared criminal convictions.

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b. Bids for entry places are to be forwarded on TAFMIS to CNR. The candidate'savailability dates must be accurately assessed and entered into TAFMIS. If thisinformation is not shown it will be assumed that the candidate requires no notice andis willing to accept the first available entry date.

c. CNR RA will allocate a provisional entry date to meet the planned trainingrequirement.

d. The AFCO must inform CNR by telephone/TAFMIS of those who withdraw theirapplication after being allocated an entry date. CNR must also be informedimmediately if a candidate has any police involvement after the MOD Form 1109 hasbeen forwarded to DVA. A decision will then be taken on the eligibility of the candidatefor entry.

1061. Provisional Entry Date - Informing the Candidate

a. Great care must be taken by Careers Staff when informing candidates of theprovisional entry date to ensure that they are not given the impression that entry is nowguaranteed.

b. Provisional Entry Date - Candidate who is Security Cleared. The candidate canbe informed by telephone, but in all cases must also be informed of the provisionalentry date by TAFMIS letter. The candidate is to be instructed to attend the AFCO forfinal entry briefing and detailed travel instructions. SC details must be entered onTAFMIS on receipt.

c. Provisional Entry Date - Candidate who is not Security Cleared. Even allowingtwelve weeks from despatch of the MOD Form 1109 to DVA it is inevitable that, forsome, SC will be delayed and, for a few, refused. It is essential that candidates are notmisled and give up jobs, accommodation, or enter into financial arrangements on thestrength of a provisional entry date when they have not been given SC. Theappropriate TAFMIS letter is to be used in all cases. The letter states that a minimumof two weeks notice will be given for confirmation of entry. Careers staff must informCNR immediately if the candidate requires more than two weeks notice.

d. CNR must be informed immediately if DVA return the MOD Form 1109 to theAFCO for additional information after a provisional entry date has been given. CNRwill then discuss with the Careers Adviser the feasibility of the provisional entry date.Candidates who are contacted during the SC process with regard to undeclaredcriminal convictions or debt, will obviously be aware of a possible delay in entry orrejection of their application.

e. PEPs are to be forwarded to the NETE by Careers Staff in accordance with thelaid down timescale. Documentation for those who cannot be given a SC to meet theirentry date will, depending on the circumstances of the delay, either be retained at theNETE or returned to the AFCO. Candidates are not to be given a travel warrant untilSC is received.

f. To ensure the candidate is given a minimum of two weeks notice, Careers Staffare to inform CNR RA of those candidates who have not been given SC two weeksbefore the planned entry date. CNR RA will liaise with DVA to hasten clearances forthese candidates and inform Careers Staff of those subsequently given SC or SCwaiver.

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g. Once SC is received at the AFCO, the candidate, if possible, is to be contactedby telephone with confirmation of entry date and the appropriate TAFMIS letter sent.The candidate is to be instructed to attend the AFCO for final entry briefing anddetailed travel instructions. SC details must be entered on TAFMIS when received.

1062. SC - Withdrawal of Provisional Entry Date

a. It is inevitable that some candidates will have their provisional entry datewithdrawn because SC has not been received. It will take great care andprofessionalism by the Careers Adviser to ensure this extremely disappointing newsis given to the candidate in a sympathetic and clear manner immediately the decisionis known. The candidate should, if possible, be informed by telephone, and must betold by a qualified CA or the ARM. This is to be followed up by the appropriate TAFMISletter.

b. The security authorities are not obliged to give a reason for refusal or delay ingiving SC. Therefore, the candidate must be left in no doubt that the delay is becauseCNR have not yet given final approval. The candidate is to be reassured that all effortsare being made to obtain approval and as soon as it is received the candidate will beinformed. The candidate is never to be allocated a further provisional entry date untilSC has been received.

c. Understandably, the candidate, and their family, may feel some anger orbitterness when given this news. Careers staff must frequently keep in touch with thecandidate and their family to assure them that every effort is being made to obtainapproval and that they have not been forgotten.

d. Once SC is received CNR will endeavour to allocate the candidate to the firstavailable entry and inform the AFCO immediately.

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SECTION 14 - THE MEDICAL EXAMINATION

1063. GeneralFor entry into the Naval Service all candidates must undergo a full medical

examination and be medically fit to serve world-wide. Medical and physical entry standards aredescribed elsewhere.

1064. AFCO Medical Examiners(AFCO ME) Contracts

a. AFCO MEs will carry out medical examinations for RN, RM, RNR, RMR Officersand Ratings/Other Ranks, and URNU candidates. There are three medicalexamination fees:

• Full medical.• Limited medical (re-med).• Candidate fails to attend for medical (half the full medical fee).

b. Definitions of the types of medical examinations and the CNR criteria for AFCOMEs are laid down in the AFCO ME contract - Statement of Requirement. Contractsare negotiated for CNR by the Director of Contracts Central Purchasing (CB COMMEDA1). Copies of AFCO ME contracts are held by the Designated Officer (RRO), theAFCO ME and CNRHQ.

c. The procedure for the payment of AFCO ME Bills is described in RIs.

1065. Medical Eligibility - Information Seekers

a. Candidates with medical ‘conditions’, which will bar them from entry, are to becounselled, the entry standards explained (see AFCO 5) and are not to be processedfurther. It is most important that the medical requirement is explained and conveyedas humanely and sympathetically as possible. A qualified CA or the ACLO must carryout this verbal rejection. The Assistant Careers Advisers are not to reject candidates.

b. Careers Staff must not offer medical advice or be drawn into conversation relatingto specific medical conditions. Candidates who request advice on medical conditionsshould be advised to contact their GP.

1066. Medicals for Candidates with Former Regular/Reserve Service

a. All candidates with former Regular or Reserve service must be fully medically re-examined before re-entry. However, serving RNR candidates may be acceptedwithout a further medical examination provided that they have had a recruiting medicalwithin the last twelve months and they have had no medical problems see BR 1750AChapter 2. Former regular service candidates for the RNR do not require an AFCOME medical provided their release medical was conducted within the previous 12months. In this case the former service medical documents should be forwarded toCNR RR SO3 who will scrutinise the documents to ensure there are no medical barsto entry.

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b. Previous Service Medical documents must be obtained from the relevantdischarging authority before candidates with former Regular or Reserve Service or areprocessed. Service Medical Records will not be released by the discharging authoritywithout the written consent of the candidate. The TAFMIS produced Proforma must beused for medical document requests.

c. On receipt of the Medical documents the inner sealed envelope is never to beopened by Careers Staff. Medical documents for eligible candidates must beforwarded to the AFCO ME with the FMed 1 for the Medical examination.

d. Candidates with former Regular Service, previously discharged for medicalreasons, are not to be processed without approval from CNR. They are to completeAFCO Form 4, their details entered on TAFMIS, and a covering letter with the originalMedical documents forwarded to CNR for consideration by SMO SE.

1067. Medical Documentation of Eligible Candidates

a. The FMed 1 is pre-populated by TAFMIS and Part 1 is to be checked by thecandidate. On no account are the remaining sections of the FMed 1 to be completedeither by the candidate or the Careers Adviser. Careers Staff are under nocircumstances, to take part in, or assist with, any part of the medical examination ofcandidates.

b. The FMed 1 is Restricted - Medical and when completed the information thereonis restricted to Medical Officers and their staffs. Part 1 of the Medical Transit Envelope(FMed 691) is to be completed by the Careers Adviser. The FMed 1 is to be kept withinthe FMed 691.

c. Medical documents are, without exception, to be treated as 'Restricted - Medical'and are always to be despatched in sealed double wrapped envelopes. The innersealed envelope is never to be opened by Careers Staff.

d. Candidates for SM or Diver Branches must, additionally, fill out a Submarine &Diver Health Questionnaire (SMDHQ) - available in TAFMIS - prior to attending theAFCO ME Medical.

1068. AFCO ME Appointments

a. All medicals are by appointment and arranged through the AFCO. The FMED1must be sealed in the 691 when completed.

b. Medicals for Regular Service candidates are always to be given priority overthose for Reservists/URNU candidates. RROs are to ensure that unacceptable delaysare avoided. CNR HQ must be informed at the earliest opportunity of any problemsrelating to the workload of AFCO MEs.

1069. The Medical Examination

a. AFCO MEs nominated by CNR will carry out the medical examination for entryand re-entry. If any doubt exists AFCO MEs may seek informal advice from SMO SE.If the AFCO ME cannot then resolve the uncertainty, or if they consider the candidaterequires to be assessed by a Service Consultant, the case must be referred by theAFCO ME to SMO SE for definitive opinion.

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b. SMO SE PA will make the necessary suitable arrangements for candidatesreferred for a Specialist Outpatient Appointment and, because of distances involved,those who require overnight accommodation.

1070. Candidates Who Meet Medical Standards

a. On completion of medical examination Careers Staff must check the FMed 691front cover to ensure that it has been correctly completed and signed by the AFCO MEand that the candidate meets the BOP entry standards. On no account is thisenvelope, when sealed, to be opened other than by Medical Officers or their staffs.Careers staff are to take the following action:

• TAFMIS Medical Records Screen is to be completed.• Complete the Medical section of the AFCO 101.

b. Medical Examination - Period Of Validity. A successful medical examinationwill remain valid until age 30 (if over 18), if under 18 when the medical is conductedthe medical is valid for 12 months after which time candidates are to be given a furthermedical examination by the AFCO ME. Medicals for Aircrew are also only valid for 1year. AFCO ME medicals for candidates over 30 are valid for 5yrs. Candidates mustbe ‘in date’ for medical on the day of entry.

c. Entry. On allocation of an entry date, candidates (and for those under the age of18 years their parent/guardian the Form 486) complete the Acknowledgement/MedicalCertificate. Candidates who declare illness or injury since their medical examinationare to be referred to the AFCO ME for further consideration. The completed Form 486and FMed 691 and enclosures must be forwarded to the NETE with Part Entry Papers.All candidates entering the Naval Service will be medically examined by a MedicalOfficer and their medical documents examined to determine whether any medicalcondition has arisen since the AFCO ME’s examination.

d. Branch Of Preference. Candidates who are medically unfit for their chosenBranch of Preference but do meet the medical entry criteria for an alternative branchor Service, may be counselled towards another branch or Service without furtherreferral to the AFCO ME.

1071. Candidates Temporarily Medically UnfitThe AFCO ME should explain to the candidate (with a letter to parents if underage),

why they cannot be passed medically fit at that time. They should also advise the candidatewhat needs to occur before their medical fitness can be re-considered. The AFCO will not betold the medical reason why the candidate is TMU, but will only be told that the individual isTMU and advised, in general terms, what must transpire before the candidate will be re-considered (eg after discharged from hospital follow-up; after one year without furtherproblems etc).

1072. Candidates Below Medical Standards

a. Candidates will be rejected by the AFCO ME as ‘Below Naval Service MedicalStandards’ and annotate the FMed 1 and the front of the FMed 691 accordingly. Therelevant reject code is to be entered onto TAFMIS. FMed 691 and enclosures are tobe retained inside the candidate’s folder S1605 for three years and then destroyed.The medical records of those Former Regular Service candidates who are foundmedically unfit are to be returned to the relevant discharging authority.

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b. The Medical reject letter must be sent to all candidates who are declaredmedically unfit. AFCO MEs will not normally comment to the candidate on theprognosis of the disability or on the likelihood of a response to treatment. Candidateswho are dissatisfied with the AFCO ME/Specialist decision are to be advised to consulttheir own general practitioner. The AFCO ME will respond to the candidate’s GP onwritten request.

c. Instructions for dealing with appeals against the Medical/Physical standards, ortheir application, are detailed in CNR Standing Orders.

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SECTION 15 - FINAL ENTRY - PROCESSING RATING/OTHER RANK CANDIDATES

1073. GeneralOnce a candidate has been accepted for Service it will be necessary for the AFCO to

complete the processing before entry at the New Entry Training Establishment (NETE). Theseare currently HMS Raleigh and CTCRM. The processes detailed below have been worked outto ensure that a rating or other ranks joining procedure is eased during the first few days.

1074. Final Entry Briefing

a. Careers Staff are to carry out the pre-entry brief and issue travel instructions 6weeks before the entry date provided that the candidate has received securityclearance. Candidates are to be advised that the first few hours at the NETE is hectic,and that the evening meal may be quite late. They are to be advised that it is notpossible to take snacks and drinks into the NETE and they should therefore ensurethat they have a good meal prior to arriving.

b. PEPs for those who are not security cleared are to be forwarded to the NETE butcandidates are not to be given a Final Entry Brief or a travel warrant until securityclearance has been received.

c. Tickets are to be issued to cover the journey to the NETE by the shortest practicalroute. Where it is necessary to issue tickets for journeys by a more expensive route(e.g. via London) the variation is to be entered in the unit date stamp space and signedby the CA. This variation is to be used sparingly and mainly for those entrants whowould suffer unacceptable delay or be subject to an excessive number of trainchanges by the cheaper route. Tickets are to be issued for the entry date. Whencandidates are travelling from the far North of UK CAs are advised where practical toutilise air travel into either Bristol or Exeter airports, with onward journeys by rail. Inexceptional circumstances candidates it is possible for candidates to join on theMonday. In order to assist the Recruit School, Offices are to send candidate's plannedarrival times to the RALEIGH TUPO.

d. Signing of the Engagement/Attestation Forms will be carried out at the NETEconcerned. Careers staff must warn candidates that if they refuse to attest or engagethey will not be given travel expenses to return back home. Entry establishments andnearest railway stations are as follows:

ENTRY ESTABLISHMENT ADDRESS RAILWAY STATION

HMS RALEIGH Plymouth.Torpoint,CornwallPL11 2PD

CTCRM Lympstone CommandoLympstoneDevonEX8 5AR

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e. Briefing Format. The powerpoint joining brief (provided on CD) is to be given bya Careers Adviser to every RN rating and a journal entry is to be made in TAFMIS thatthe candidate has received the brief. A formal script is not required as the slides arelargely self-explanatory. However, additional notes which CAs might find helpful havebeen provided on slides 10, 12 and 17 concerning Homesickness, Discipline, Kit, andFinal Thoughts.

f. The Powerpoint brief is not to be amended by CAs. This does not howeverexclude CAs ‘adding value’ to the formal presentation by adding commentary fromtheir own experiences. The brief will be reviewed termly or when considerednecessary in order to reflect current practice at HMS RALEIGH/CTCRM and to ensureconsistency with recruiting instructions. Comments should be forwarded to CNR HQthrough RROs.

1075. Part Entry Papers (PEPS)

a. PEPs are to be carefully checked. It is mandatory that the ARM checks and signsPEPs before despatch. PEPs are to be sent direct to NETEs with proof of posting atleast 21 days prior to entry (New Entry Trainee Records HMS Raleigh or FoundationBlock CTCRM). PEPs for candidates who have not been given an SC are also to beforwarded to NETE within the laid down timescale, once SC is received Careers Staffare to inform the NETE of the clearance details.

b. The CNR Recruiting Target Sitrep will state the dates that PEPs must beforwarded to the NETEs for the first two entries that join immediately after a leaveperiod. AFCOs must telephone the New Entry Trainee Records HMS Raleigh orFoundation Block CTCRM when the timescale for submission of PEPs cannot be met.PEPs are to be assembled in the following order before being forwarded to NETEs:

• Entry Papers Summary Sheet.• Copy of re-entry CNR Letter of Approval (if applicable).• All former Regular Service documents (if applicable).• Acknowledgement/Medical Certificate.• Form 101 and 101 (A) Update (if raised).• Sealed FMed 691-with FMED 1/FMed 4 plus enclosures. Former Service

Medical Documents (if applicable).• Signed Form 3049.• Signed Form 486 and Photographic consent form (for U18).• Signed AFCO Form 4 (RN).• NN/MA/DSA - Original CRB Clearance Certificates

(Self-Measurement Kit Form should be e-mailed direct to The Kitting Up Store, HMSRALEIGH and The Kitting Up Clerk, Clothing and Equipment Store, CTCRM prior toarrival).

Royal Marines School of Music Portsmouth HarbourHMS NELSONPortsmouthPO1 3TD

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c. The nature of Naval Recruiting (NR) requires the transmission of a considerableamount of personal data through mail systems, this includes Part Entry Papers(PEPs), AIB Applications Forms, candidate S1605 between AFCO, MoD Form 1109,CAAMB referrals, educational certificates etc,

d. The transmission of personal data in the form of PEPs is deemed data processingand therefore the provisions of Data Protection principle 7 must be adhered to whendespatching these documents from AFCOs to Recruit Schools. JSP 440 details theminimum standards of physical security that are to be applied to the carriage ofprotectively marked assets.

e. PEPs should carry the protective marking Protect – Private. This also applies toall other forms of personal data sent through mail systems. JSP 440 directs thatdocuments so marked should be afforded the same minimum level of protection thatis applied to that marked Restricted.

f. This notwithstanding, PSyA and Fleet DNPers Disclosure Cell have advised thatwhen processing all DPA sensitive material, staff should utilise the followingprocedures up to a maximum of five sets of PEPs/other personal documents:

Documents should be double enveloped with the inner envelope only beingmarked Protect – Private.

Documents may be carried by trusted hand in a closed cover or container or, bypost or other courier or messenger service. The outer cover should not be markedwith protective marking, caveat or descriptor, other than PERSONAL, orADDRESSEE ONLY. It should be addressed to an individual by name orappointment (including full address and postcode) (see below).

Although not required by the References, for added security Recorded Deliveryshould continue to be used. Although some AFCOs currently use the free PostOffice "Certificate of Posting", this does not afford the same level of security asRecorded Delivery and should no longer be used.

An administrative record should be maintained for the dispatch & return of thesePEPs through use of either MOD Form 24 or RAF Form 591 receipt notes. In bothcases, the return address should be completed in full.

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g. Thus for up to five sets of PEPs/personal documents, Royal Mail RecordedDelivery may continue to be used. For “bulk handling” of data, which as far as PEPs/personal documents are concerned is defined as in excess of five sets, they should beprocessed using a secure courier such as Parcel Force 24. However, there is nothingto prevent a larger package from being broken into two or more smaller packages inorder to minimise the risk and then using the normal Royal Mail system.

h. PEPs sent to HMS RALEIGH should be addressed to:

The Training Records Officer,HMS RALEIGH,Torpoint,Cornwall,PL11 2PD

PEPS sent to CTCRM should be addressed to:

UPO – New Entry,CTCRM,Lympstone,Devon,EX8 5AR

PEPs sent to RMSoM should be addressed to:

OPS NCO,Royal Marines School of MusicHMS NELSONQueen StreetPORTSMOUTHHampshirePO1 3HH

i. All items of official mail are to include a clear return address on the outer cover.For items circulating to military addresses in GB or via BFPOs a branch/unit date-stamp is acceptable. These items are to be endorsed with the NEW generic MODreturn address as follows:

PO BOX 701, HA4 4DW

1076. Entry Establishments - Arrival

a. RN candidates (non-submarine) are to be given route instructions to join HMSRaleigh if possible between 1600-1800 on the entry date (normally a Sunday) but nolater, - unless prior arrangements have been made with HMS Raleigh. Servicetransport is provided at Plymouth rail station where candidates will be met by the NewEntry Duty Instructor. Candidates arriving outside the 1600-1800 arrival window willbe transported to RALEIGH via a minibus. In the event of delays recruits shouldcontact the Duty Training Officer on 07795 291846, therefore all CAs are to ensurethat candidates are made aware and make a note of the number during the pre-entrybrief

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b. On arrival at HMS RALEIGH candidates will receive an welcome brief outliningthe routine for the 36 hours including the signing on process. They will then receive ahot meal before being shown to their accommodation in the division. Staff from theRecruit School including a senior recruit will be available throughout the night. Due tocivilian contractual reasons the hot meal will cease at 2100, therefore candidates whowill arrive after this time should be advised to purchase a meal or meals during theirjourney. Candidates need to retain their receipts in order to claim back expenses inline with current subsistence rates and rules. CAs are to ensure that they are fullyconversant with current regulations when briefing candidates of their subsistenceentitlement.

c. RM General Service candidates are to arrive at CTCRM on the Monday, between1400 and 1600, which may be extended to 1800 if meeting this time proves difficult.The names and ETA of any candidate who cannot arrive within the designated time oris delayed should be relayed to the Foundation Block SNCO. Lympstone Commandorailway station is immediately adjacent to CTCRM.

d. RM Band Service candidates are to arrive at the School of Music HMS Nelsonbetween 1300 and 1700. Transport is provided at Portsmouth Harbour rail station.