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CHAPTER 9

OFFICER RECRUITING AND SELECTION

POINT OF CONTACT - PART 4

CONTENTS

SECTION 1 - OFFICER RECRUITING GUIDE

Para0901. Basic Principles0902. Allocation of ACLO0903. Initial Letter0904. CRP Allocation0905. CRP0906. Sift Interview0907. Baseline Personal Security Standard0908. TAFMIS Follow Up0909. Specialist Recruitment for Medical, Dental and Nursing Officers and Chaplains0910. Follow-Up Interviews0911. Formal Assessment Interview0912. RM POC/AIB Briefing0913. Post AIB Contact0914. Additional Assessments0915. Documentation0916. Transfer of Candidates Between ACLOS0917. Good Practice0918. Specialist Branches (Officers)

SECTION 2 - PAP(O) AND EDUCATIONAL PRE-FILTERING

0919. General0920. PAP(O) Filters Applied by AIB0921. Calculating the PAP(O) Score0922. PAP(O) Scoring Sheet0923. PAP(O) Worked Examples

SECTION 3 - THE ADMIRALTY INTERVIEW BOARD (AIB)

0924. General0925. Application to the AIB0926. Candidate Wishes to Withdraw During Application or Selection0927. Candidate Becomes Ineligible During Application or Selection0928. Pre-AIB0929. Post AIB0930. Selection0931. Re-Attending the AIB

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SECTION 4 - FURTHER INTERVIEWS OF OFFICER CANDIDATES

0932. Maintaining Contact with Enquirers0933. The Further Interview0934. Potential Officer Candidate (POC) Visits0935. Recording Visit Attendance in TAFMIS0936. NLI, Withdrawals and Rejections

SECTION 5 - AUDITIONS, BOARDS AND FURTHER ASSESSMENT FOR OFFICERS

0937. Booking on POC0938. Pre-POC Medical0939. POC Brief0940. POC Results0941. Booking FATS0942. Results from FATS0943. Re-Attending FATS0944. Medical and Dental Officers0945. Queen’s Alexandra’s Royal Naval Nursing Officers0946. Chaplains

SECTION 6 - THE MEDICAL EXAMINATION

0947. General0948. Armed Forces Careers Office Medical Examiners (AFCO ME) Contacts0949. Medical Eligibility – Information Seekers0950. Medical for Candidates with Former Regular/Reserve Service0951. Medical Documentation of Eligible Candidates0952. AFCO ME Appointments0953. The Medical Examination0954. Candidates who Meet Medical Standards0955. Candidates Temporarily Medically Unfit0956. Candidates Below Medical Standards

ANNEXES

Annex 9A: Officer Recruiting Flow ChartAnnex 9B: Interview Guide and TAFMIS Report FormatAnnex 9C: Admiralty Interview Board (AIB) Brief – to be given to POCAnnex 9D: Potential Officers Course (POC) Brief

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CHAPTER 9

OFFICER RECRUITING AND SELECTION

SECTION 1 - OFFICER RECRUITING GUIDE

0901. Basic PrinciplesAll applicants to the Naval Service must complete the common CRP, RT, Medical,

RJFT and Security Clearance. Candidates who then have the academic qualifications maythen be offered Officer application. The AFCO staff will complete the initial stages of CRP RT.Medical and PJFT, after which potential officer applicants should normally be handed over tothe OCLC staff to arrange SIFT interview. Thereafter all stages of officer candidateprogression through the officer recruiting system must be co-ordinated through the OfficerCareers Liaison Centre (OCLC). This ensures a single point of contact for both candidate andArea Careers Liaison Officer (ACLO). For this to work ACLOs must keep the OCLC AdminStaff informed of their diary plans at least one month in advance allowing for the planning ofshort notice interviews. Additionally all correspondence to and from the candidate must besent via the OCLC to comply with current regulations concerning the Data Protection andFreedom of Information Acts.

0902. Allocation of ACLOOnce a candidate is confirmed as eligible, an ACLO is to be nominated for the

candidate by postcode area. A TAFMIS alert is to be generated to inform the ACLO of theallocation.

0903. Initial LetterThe first letter a candidate is to be sent from the OCLC is to be an offer of interview,

using the TAFMIS template Initial Letter. Whilst there may be a need to introduce regionalvariations in contact details or venues the core elements of the letter should remain.Additionally the candidate is to be given one interview place, time and date as there is amplescope for this to be changed once firm interest has been confirmed. A holding letter isinsufficient and inappropriate at this stage for a candidate who will already have been throughthe CRP system.

0904. CRP AllocationThe candidate must be programmed for their initial common CRP within 6 weeks of

the receipt of a Dataforce or other lead at the AFCO. However, where a candidate isapproaching an age limit, or has shown themselves to be particularly flexible, AFCOs/OCLCsand ACLOs should prioritise accordingly. As previously detailed above, AFCOs shouldprogramme short notice CRP to cover high priority candidates. All CRP bookings are to beentered into the TAFMIS diary.

0905. CRP

a. CRPs are an extremely important part of the recruiting process and should beformatted such that Careers Staff can make an informal assessment of eligibility andon a candidate's suitability for an Officer Career, at an early stage.

b. CRP. The Initial CRP take between 45 minutes and 1 hour. Presentations musttake place in one of the following locations:

(1) Armed Forces Careers Office. (AFCO).

(2) School/College.

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(3) Military Establishment.

Other locations including the candidate's residence are to be avoided.

c. The aim of the CRP is to inform the candidate of career profiles available in theRN/ RM and to impart an appreciation of Service life. It also forms part of the BaselinePersonnel Security Standard (BPSS) process. In turn the Careers Staff should be ableto decide on the potential timing of any boards and any requirements for POC visits,leadership days or other events. The candidate’s contact details should be reviewed,and the choice of branch confirmed. The AFCO is also to sight the candidate’s originalbirth and educational certificates and to take photocopies of these for inclusion in thecandidate's file until such time as the candidate decides to apply. The photocopiesmust be date stamped and signed by the AFCO or Admin Staff to confirm them as truecopies and originals returned promptly to the candidate.

d. The Initial Interview is to contain the key elements:

(1) Introduction.

(2) Carry out the Initial Identity Check as part of the BPSS.

(3) Description of Naval entry patterns and procedures.

(4) Discussion of branches and criteria.

(5) Discussion of the steps necessary to lead to AIB attendance.

(6) Courses and subjects currently being taken by the candidate and whetherthey are suitable to obtain qualification for entry.

(7) A brief assessment of background including current affairs knowledge andmotivation. A guide to the areas to be covered at part f is at Annex 9C.

(8) The interview should not end until there is a clear understanding by bothCandidate and AFCO of the 'contract' between candidate and ACLO as to thesteps required in the recruiting process.

(9) The Careers Staff must then arrange an RT Test and on successfulcompletion the AFCO will arrange a medical and PJFT prior to handing over to anACLO to conduct a SIFT Interview.

e. Transfer of Candidates to the Rating/Other Ranks Recruiting Process. If acandidate decides to opt for Rating/Other Ranks entry instead of Officer Entry, therelevant AFCO is to be informed of the candidate’s intentions and given thecandidate's name and Unique Reference Number. The CA is then able to find thecandidate’s file in TAFMIS and raise a ‘New Application’ in the ‘Other Applications’menu of the ‘Process Browser’. The candidate’s Officer application, with a Journalentry explaining the candidate’s decision (especially if the candidate is by this stagefully eligible for Officer Entry), is terminated as NLI and the paper file sent on to theAFCO. As the candidate’s file is still ‘Active’ in TAFMIS even when the ‘InvolvementLevel’ is set to the end state ‘Withdrawn’, it does not matter in which order the Officerapplication is terminated and the Rating/OR application raised.

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f. Forms. In addition to the Optician's report, the candidate is to be told to reviewthe medical section of AFCO Form 5. Additionally the candidate should be issued witha MoD Form 493.

g. Non-Attendance. Candidates who do not attend pre-booked interviews on 2consecutive occasions are deemed to have withdrawn themselves from the process.A withdrawal letter is to be sent and the TAFMIS entry annotated as such.

0906. Sift Interview

a. ACLO SIFT Interview Form. The ACLO Sift Interview Form is available onTAFMIS.J.

b. Format. The form is split into two parts:

(1) Page 1. This front page, which is intentionally blank on the reverse, allowsinformation to be collated in a standardised format which, when completed,contains all the information required for the ACLO to assess the candidate’ssuitability for the AIB. It also forms part of the final ACLO Sift Interview report.

(2) Page 2. This page completes the ACLO Sift Interview report. Whencompleted, this section is to contain a general overview of the interview, notes onany discretionary points awarded for the RT, and the final decision andrecommendations. During the feedback session, an action plan will be devised inconjunction with the candidate which will be included here in the report.

c. Detailed guidance on completing the ACLO Sift Interview Form is at Annex 9A.

d. On completion of the form, ACLOs are to ‘cut and paste’ the Interviewer’srecommendations and the Action Plan into the Journal entry on TAFMIS-R(H).

e. On final completion, three copies are to be printed and kept: Two copies are to beretained in the Candidate’s documents, and the third forwarded to the AIB OESSection.

f. Competencies. During the ACLO Sift Interview, ACLOs will assess Candidatesagainst the following competencies:

(1) Communication.

• Non verbal • Verbal

(2) Motivation.

• Reasons for interest in RN/RM• Length of interest• Knowledge/Preparation for RN/RM• Fitness preparation• Ideal joining date• Family/Partner support• Back-up plan

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(3) Leadership/Team-Working.

• Examples of leadership/taking charge/organisational skills• Examples from school/university/work record/clubs/societies• Examples of teamwork and role in team

(4) Mandatory Questions.

• RN drugs policy• Debt• Submarine service for males• Kill question

g. Positive and Negative Indicators. The positive and negative indicators used tobase the competency assessments, and therefore the interview decision/recommendations, are at Enclosure 1.

h. SIFT Interview Marking Scheme. The Sift Interview employs a numericalcompetency marking scheme ranging from 0 to 4, with 0 being unacceptable and 4being excellent/outstanding. The Motivation and Leadership competencies are eachscored across the full range, however the Communication competency is half-weighted, and only assessed from 0 to 2. The maximum total mark is therefore out of10. Detailed marking guidance is included on the Form itself, and is at Annex 6A.

i. The Decision. The Interviewer’s recommendation is to be derived as follows:

If a candidate receives a mark of ‘0’ in any of the 3 competencies, he/she is not to beforwarded to AIB at this time.

j. When assessing candidates, ACLOs are to:

(1) Keep to the point.

(2) Ensure objectivity by using examples and facts.

(3) Complete comments box using evidence and ensure full justification for thedecision is included.

(4) Discuss and complete the action plan with the candidate in a feedbacksession after the interview.

k. The Action Plan. ACLOs/RROs are to ensure that a clear unambiguous actionplan, complete with timescales, is given to all candidates, especially those who needfurther guidance/ development. ACLOs/RROs are to:

Total Score/Mark Recommendation8 - 106 - 753-4

Excellent - send to AIBYes/Positive – send to AIBDoubtful – look at RT score/other indictorsDefer decision – do not send to AIB at present

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(1) Work with the candidate using the GROW Model:

(2) Be non critical.

(3) Be non judgmental.

l. Candidates that are assessed as being currently unsuitable to proceed to AIB areto have an action plan developed with the ACLO that covers all their options, includingpossible alternative careers within the Naval Service, e.g. RN Rating or RM OtherRank. Candidates that are interested as such are to be passed on to a CareersAdvisor who will advise them further. The ACLO is to arrange this meeting at thesoonest practicable opportunity.

m. Timing of the SIFT Interview. The Sift Interview is to take place once thecandidate has completed all necessary pre-requisites. This encompasses the newOfficers’ CRP presentation, Recruit Test and, for Aircrew candidates, Flying AptitudeTests. ACLOs will need to consider carefully the timing of these various milestones foruniversity undergraduates, especially those on longer degree courses, noting the RThas a maximum validity of three years.

n. Action on Completion of the Interview. On completion of the interview, thewhole Sift Report Form is to be pasted as a file attachment into the candidate’s Journalwhich can be made available to the AIB if required. This is in line with Ratings’ 101reports which are similarly pasted as an attachment into the journal. By doing this, theAIB have agreed that there is no longer any need for a pre-AIB report which is to ceasewith immediate effect. However, ACLOs are to highlight to AIB OES by email/TAFMISJournal any other information, not contained in the Sift report which may be of use (egsuch as a conviction post Sift).

0907. Baseline Personal Security StandardIt is essential that the ACLO confirms the candidate's identity at the Initial Interview,

and this is to be carried out in accordance with Chaper 4 Section 2. This is a key first stage inthe Security Clearance process and, if the subject's identity has not been properly established,any further vetting is likely to be flawed. Therefore ACLOs must carry out these checks withdue curiosity and diligence.

0908. TAFMIS Follow UpThe ACLO is then to complete a journal entry in TAFMIS to report on the interview,

selecting ‘Initial Interview’ from the Journal’s drop down menu. The format to be followed forthis entry is at Annex 9B. Signed and dated photocopies of birth and educational certificates(and any other hardcopy documentation) are to be put in the candidate’s paper file (see 4208)and this fact is to be recorded in the TAFMIS Journal. At this point, the candidate’s status isto be progressed from ‘Info Seeker’ to ‘Enquirer’ using the ‘Steps’ section on the ‘Status Page’.Finally, the ACLO is to set a User Defined Alert (UDA) to prompt the action (eg arrangeinterview, check exam results). Should this exceed the threshold for a ‘Lack of Movement’Alert (28 days) the candidate’s ‘Involvement Level’ is to be set to ‘Deferred’ (a ‘Lack ofMovement’ Alert will not now be generated for 3 months). The journal entry must be evidence/fact based. Casual opinions, not supported by evidence are not valid entries.

GROW

----

GOALS (What do you want to happen)REALITY (What is happening now)OPTIONS (What could you do)WILL (What will you do)

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0909. Specialist Recruitment for Medical, Dental and Nursing Officers and ChaplainsDue to the intricacies of the required civilian qualifications and assessment of relevant

experience recruitment of candidates interested in gaining Commissions as Medical, Dental orNursing Officers or in becoming Naval Chaplains is handled by the relevant SpecialistRecruiter in CNR HQ. Such candidates are to be given an initial interview by an ACLO todiscuss the general nature of a career in the Naval Service. They should be transferred to therelevant Specialist Recruiter for further advice and processing once they are undergoing therequired training for that profession (eg started at medical school). The procedures are shownin the following sections:

• Medical Officers (to be issued).• Dental Officers (to be issued).• Nursing Officers (to be issued).• Chaplains(to be issued).

0910. Follow-Up Interviews

a. ACLO Contact. Follow up interviews are to be booked after initial interview usingthe relevant TAFMIS letter. This is to be sent by the OCLC. If the response form isnot returned within a maximum of 6 weeks, a termination of process letter is to be sentby the OCLC staff. The enquirer is to be annotated as withdrawn on TAFMIS, and analert sent to the ACLO. This process is to take place at each interview booking stage.

b. Follow-up Interview Periodicity. The degree of ACLO to Candidate contact canvary widely, dependent on the candidate's age, stage in the process and selectedentry pattern. However, the following should act as a guide to minimum periodicity:

• Potential Welbexian - Once per term.• Potential Sixth Form Scholar - Once per term.• Undergraduate - 6 monthly.• Employed - 6 monthly.

c. Further interviews with the Enquirer are to be arranged by the ACLO inaccordance with the timescales above to nurture the enquirer’s interest in the NavalService, monitor the development of the enquirer’s commitment and ServiceKnowledge and to advise the enquirer on how to prepare for selection and entry in tothe RN or RM. This requires careful management of the enquirer’s ‘Involvement Level’in TAFMIS. The nurturing process should be augmented through POC visits, both toincrease Service Knowledge and understanding of the different career profilesavailable and also to maintain enthusiasm. It is vital that after each interview theenquirer and ACLO are absolutely clear on the steps to be taken and the timescalesinvolved.

d. Booking Further Interviews. Further interviews are booked in the TAFMIS‘Calendar’ by clicking on ‘New Event’ and selecting ‘Selection Interview’ from the dropdown menu. The Enquirer can then be assigned to the interview, which automaticallygenerates a Journal entry with the details of this interview. A letter of invitation is to becreated by clicking on the ‘Letters’ button in the ‘Office Management’ pane. All lettersmust be acknowledged by the Enquirer using the form at page 2 of the letter, withtimescales in accordance with Para 0910 sub para b above. OCLC Admin Staff mustensure that ACLOs are informed of acknowledgements, or changes and ACLO diariesare kept up to date.

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e. Actions Following a Further Interview. On completion, a full record of theinterview is to be made as a Journal entry in TAFMIS, selecting ‘Interview’ from theJournal’s drop down menu. Relevant TAFMIS data fields are to be completed/amended as appropriate with further information gleaned during the interview. Copiesof any additional hardcopy documentation (eg recently awarded educationalcertificates) are to be put in the candidate’s file, and this fact is to be recorded in theTAFMIS Journal. Finally, the ACLO is to set a User Defined Alert (UDA) to prompt theaction (eg arrange interview, check exam results and bring up date).

f. Application Forms. When an Enquirer is ready for AIB the ACLO is to providethem with the AFCO Forms 4/5 and the Officer supplement. When these have beencompleted and returned to the OCLC the Enquirer's Status is to be upgraded toApplicant-Selection. The completed and checked Application Forms are to beforwarded to the AIB by the Admin Staff.

At this stage AIB takes over management of the Candidate and will contact theCandidate if there are any queries raised by the paperwork. AIB will also continue theBaseline Personal Security Standard and start to process the MOD Form 1109. A datefor the AIB interview process will be arranged by AIB with the Candidate, and theOCLC will be informed of that date.

0911. Formal Assessment InterviewPrior to a candidate's attendance at AIB the ACLO must conduct a formal interview

with the candidate. This interview must take place no more than 6 weeks before attendanceat AIB so there is not too long a gap between assessment and Board. The interview may becombined with the RM POC/AIB briefings (see below). During the interview the candidatemust be specifically briefed as to its purpose and the function of its output.

0912. RM POC/AIB Briefing

a. The ACLO is also to carry out a face-to-face brief with the Applicant on theconduct of the AIB. (Candidates from the Channel Islands, IOM or Scottish Isles maybe briefed on AIB by telephone if a face to face meeting is impossible). This brief maybe combined with the Assessment interview (see Art 4213, but to give RMPOCenough time to be at the peak of fitness, must be held not less than 6 weeks beforethe POC. It is to include the following key areas:

• AIB/POC Video.• Briefing Sheet (at Annex 9C and Annex 9D).• Discussion of strengths/weaknesses.• Clear instructions on how to get to AIB.

b. Potential Royal Marines Officer Development Course (PRMODC). RM Officercandidates who attend POC and narrowly pass or narrowly fail the course may begiven the opportunity to attend a PRMODC run by Bicton College. Selection for, andinvitation to take part in the PRMODC, is the responsibility of OC POC in the Office ofthe Corps Colonel.

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0913. Post AIB Contact

a. Candidates will be de-briefed verbally at AIB, and will receive written confirmationof their performance. ACLOs will be informed by letter through their OCLC of therecommendation for further processing for failed candidates. ACLOs are to contact allcandidates (by phone if appropriate) within 14 days of their candidate's return fromAIB, irrespective of the candidate performance. ACLOs are to debrief candidates and,when applicable to candidates who failed the Board, counsel them on the best routefor a further application (referring to AFCOs where appropriate). This is an essentialpart of the ACLOs role in maintaining the good profile of the Service within the widercommunity. The following process is to be implemented:

(1) On completion of the Board the president will provide a short verbal debriefand tell the candidate if he or she has passed or failed.

(2) A supporting letter to the candidate will be despatched from AIB within 2days of the Board.

(3) ACLOs are to contact and debrief their candidates who have taken theBoard either face to face or by phone, which ever is most appropriate, within 2weeks of Board completion. ACLOs are to remind their successful candidates thatif they wish they may contact AIB TSO at any time in the future to further discussoptions.

(4) Before debriefing any candidate ACLOs are to contact AIB TSO to gatherselection/options details to ensure that the information provided is coherent withthe AIB position at the time of interview

(5) Should ACLOs be unable to contact any individual candidate within thetimescale they must inform their RRO and AIB TSO for information as soon aspossible.

Additionally, for those candidates who may have to wait for allocation to an entry date,it provides a useful Service contact and ensures that effort is not wasted in follow-upcontact and can help in maintaining their interest in eventually joining.

b. OCLCs Admin Staff should maintain a log (or state board) of the status of allcandidates sent to AIB to monitor individual progress and current trends.

c. Reserve Place Candidates. Candidates who have been offered a ReservedPlace at AIB will receive a letter from AIB confirming their place – this letter willnominate an OCLC to be the candidate’s ‘nurturing unit’ until joining. In most cases,this will be the OCLC closest to the candidate’s university. AIB is to ensure that thisletter is copied to the RRO at the nominated OCLC.

d. The RRO, or a delegated ACLO in the nominated OCLC, is to detail a specificACLO for each Reserved Place candidate, who will then be responsible for nurturingthis candidate up until their date of entry. The ACLO should make initial earlyintroductory contact by letter. Thereafter, the nominated ACLO should contact eachcandidate once per term, by telephone, letter or e-mail as appropriate and have face-to-face contact with the candidate once a year, ideally by visiting his or her university.

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e. Sixth Form Scholars. It is recognised that many Sixth Form Scholars remain onan ACLO’s ‘books’ as they subsequently apply to attend University. Where practical,these candidates are to be nurtured in the same fashion as Reserved Placecandidates; if they then go on to DTUS universities or Bursaries, current nurturingarrangements will apply.

f. AIB will remain the point of contact for changes to university courses, length ofdegree etc to ensure that the correct OCLC and ACLO remain assigned to theReserved Place candidate. ACLOs are to ensure that candidates keep AIB informedwhen personal details change. The AIB will forward copies of Navy News monthly toall Reserved Place candidates.

g. Pre-Joining Briefs. All successful candidates are to receive a pre-joining briefnot more than 4 weeks prior to joining BRNC or CTCRM. The content of this brief willbe produced by BRNC and distributed to OCLCs.

0914. Additional AssessmentsSome branches require additional assessments in addition to those carried out at AIB.

These currently are:

• RM Potential Officer's Course - RM POC.• Aircrew Flying Aptitude Tests - FATs.

0915. Documentation

a. Officer Information Form. The Officer Information Form (OIF), completedmanually by the candidate, enables data collection and distribution to OCLCs. TheCRP and field force are to use the Updated OIF. Forms issued by the field force areto be returned in the first instance to the OCLC so that the information obtained usingthe form, can be entered into TAFMIS by the office staff, at the earliest opportunity.

b. Document Handling. All OCLCs are to maintain a file on each candidate whohas returned an Expression of Interest (EOI) form. This file is to contain the followingitems:

• EOI.• OIF.• Correspondence to/from candidate.• Copies of birth/education certificates.

c. All documents relating to candidates are to be retained for at least 3 years beforebeing destroyed, in order to comply with the Data Protection Act. Additionally, underthe Freedom of Information Act, candidates may request to view any part of the NavalService recruiting documentation including including BR 3, which refers to them.

0916. Transfer of Candidates Between ACLOSIf a candidate is transferred between ACLOs as a result of an appointment or change

in candidate address the following must be completed as a minimum:

• A journal entry on the candidate's current status and progress within the system.• A journal entry indicating the reason for change of ACLO.

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0917. Good Practice

a. The process involved in recruiting officers may take some time perhaps yearsfrom first enquiry to successful entry to BRNC or CTCRM. During this period it is theresponsibility of ACLOs, RROs and OCLC Admin Staff to nurture candidates so thatcandidates are, at all times, aware of:

• who their point of contact is, • exactly what stage of the process they have reached, • what and when the next stage is .

Nurturing is particularly important immediately before and after any Board or any otherassessment, when candidates and their kin will be understandably anxious. Manyevents which ACLOs assume to be routine, can go wrong, and things which appearroutine to those "in the know", may assume monumental difficulty and importance tothe candidate. E.g. The station for the Gosport Ferry is Portsmouth Harbour, notPortsmouth and Southsea. Some candidates will be unfamiliar with the 24 hour clock.ACLOs must not assume that the process is working smoothly. There have, forexample, been cases where vital medical documents have gone astray, andcandidates delayed, without the ACLO being aware and taking charge to remedy thesituation.

b. Most applications will be routine. However all must be treated as vitally important.ACLOs should recall how they were treated in the recruiting process, and treatcandidates as they would have wished to have been handled and informed. Ourcandidates are our customers. Fulfilling their needs and dealing with them with utmostcourtesy, respect and urgency at all times is our number one priority.

0918. Specialist Branches (Officers)The regulations concerning the eligibility for the various Officer Branches are complex,

depending on a number of educational, medical and specific aptitudes. The following linksprovide full guidance.

a. Education. In addition to the general requirements, a number of branches havesubject -specific degree requirements.

b. Specialist Aptitudes. Principally Aircrew and Royal Marines. In addition Medicaland Nursing officers.

c. Age. Age on entry varies by branch

d. There are also additional requirements if a candidate is to benefit from any formof sponsorship.

e. The summary of entry standards provides overall guidance.

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SECTION 2 - PAP(O) AND EDUCATIONAL PRE-FILTERING

0919. General

a. Educational pre-filtering aims to identify enquirers who are considerededucationally weak and would have little chance of passing the AIB, or to establishwhether they are sufficiently academically able to be considered for sponsorship.

b. The Professional Achievement Predictor ‘O’ Level (PAP(O)) pre-filter is applied toOfficer candidates who do not yet possess ‘A’ level passes. This filter aims to identifyenquirers who are considered educationally weak and would have little chance ofpassing the AIB, or to establish whether they are sufficiently academically able to beconsidered for sponsorship or entry. Candidates who do not have at least one "A"level (or equivalent, e.g. 2 Scottish Highers) or higher qualifications at the time ofcontact should be scored using PAP (O). Candidates studying for qualifications aboveGCSE are not exempt from PAP(O). Candidates who are bypassing GCSE orequivalent qualifications to study "A" levels, Highers etc. cannot be scored usingPAP(O) since GCSE grades will not be known.

c. The UCAS pre-filter of 240 points is applied to all university sponsorship applicantusing the current UCAS Tariff and is subject to the requirements detailed in Chapter17 Para 1705 sub para f.

0920. PAP(O) Filters Applied by AIB

a. The basic Educational requirement for Officer Entry is described elsewhere. AIBhas the discretion to apply the following pre-filters:

(1) Non-Graduate Entry. Must have at least five GCSE passes at grade C orabove, including mathematics and English language, or equivalent. Must have aminimum PAP(O) score of 23.5 if they apply before attaining A levels.

(2) Scholarship Applicants. Must have at least five GCSE passes at grade C orabove, including mathematics and English language, or equivalent. Must have aminimum PAP(O) score of 35. Predicted grades will give an indication ofachievement but candidates will not be filtered on these. The application will beacknowledged by OES and held in abeyance until GCSE results are received.

(3) DTUS Applicants. Must have at least five GCSE passes at grade C orabove, including mathematics and English language, or equivalent. Must have aminimum PAP(O) score of 23.5, although candidates are normally expected toachieve a score of 35.

(4) UCE/ Bursary Applicants. Must have at least five GCSE passes at grade Cor above, including mathematics and English language, or equivalent. Must havea minimum PAP(O) score of 35.

(5) Engineer Officer UCE/ Bursary Applicants. Must have at least five GCSEpasses at grade C or above, including mathematics and English language, orequivalent. Must have a minimum PAP(O) score of 35.

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b. Failure to Achieve the Minimum PAP(O) Score. Unless there are strongcompensating qualities or exceptional circumstances, candidates who fail to reach theminimum PAP(O) score for a given entry are not to be given an Application Form.

c. Such candidates are to be counselled sensitively that they are not yet consideredto be sufficiently educationally qualified to attend the AIB and will have to wait until theyhave gained the minimum educational qualifications for Officer Entry. If however suchcompensating circumstances do exist and the ACLO encourages the candidate tocontinue with their application then the reasons for overriding the PAP(O) indicator areto be stated on the ACLO Assessment Form and the candidate’s compensatingstrengths explained.

0921. Calculating the PAP(O) Score

a. PAP(O) is based on performance in GCSE subjects (or equivalent subjects) andnot examination sittings. In case of successful resits, the previous failure is discounted(but see the 13 month rule); if the same subject is taken more than once, the better orbest grade is counted. Similarly, 2 unsuccessful attempts at the same subject count asonly one fail. Integrated Science with double certification counts as 2 subjects. The 5items used for PAP(O) are:

(1) Number of GCSE or equivalent subjects passed.

(2) Number of GCSE or equivalent subjects failed outright.

(3) Number of GCSE or equivalent grade points, (where A=3, B=2 and C=1 foreach subject passed).

(4) Best GCSE or equivalent Maths grade.

(5) Best GCSE or equivalent English Language grade.

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0922. PAP(O) Scoring SheetDo NOT use for RN/RM enquirers with 'A' level or higher qualifications.

SCORE INSERT SCORE

1. Number of GCSE (or equivalent) subjects passed.

Do NOT count the same subject twice.

9 or more passed 98 passed 67 passed 56 or less passed 4

2. Number of GCSE (or equivalent) subjects failed outright.

Do NOT include subjects passed on re-sit.If same subject is failed more than once, count as ONE fail.Do NOT count CSEs below Grade 1.

No subjects failed 71 fail 62 or more fails 5

3. Number of GCSE (or equivalent) points.

Award 3 points for each Grade A; 2 for each Grade B; 1 for eachGrade C. Do NOT count the same subject twice.

Number at 'A' Grade ................ x 3 = ................/ 16 or below = 4Number at 'B' Grade ................ x 2 = ................/ TOTAL 17 - 20 = 8Number at 'C' Grade ................ x 1 = ................/ _____ 21 or above = 12

4. Best Maths GCSE (or equivalent) grade.

Convert the grade to a score as follows:

A Grade 10B Grade 7C Grade 2Fail 0

5. Best English Language GCSE (or equivalent) grade.

A Grade 10B Grade 7C Grade 2Fail 0

_____________

_____________

_____________

_____________

_____________

Total the 5 scores to produce the final PAP(O) score. TOTAL

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0923. PAP(O) Worked Examples

Candidate A has 8 GCSEs and is studying ‘A’ Levels. Has not failed any subjects:

Candidate B has 6 GCSEs and is studying ‘A’ Levels. Has failed 4 examinations:

Maths B 8 subjects passed 6

Physics C No subjects failed 7

English LanguageHistoryGeographyChemistryBiology

AABCB

GCSE points:3 As (3x3) = 93 Bs (3x2) = 62 Cs (2x1) = 2Total points = 17 8

French A Best Maths B 7

Best English Language A 10

Total 38

Maths C 6 subjects passed 4

Physics D 2 subjects failed 5

English LanguageGeographyChemistryFrenchHistory

BDDDC

GCSE points:0 As = 02 Bs (2x2) = 44 Cs (4x1) = 4Total points = 8 4

Geography B Best Maths C 2

Chemistry C Best English Language B 7

English Literature C Total 22

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9-17September 2009

SECTION 3 - THE ADMIRALTY INTERVIEW BOARD (AIB)

0924. General

a. Aim of AIB. The aim of the AIB is to assess the suitability of applicants to betrained as Officers, and to make recommendations accordingly for the granting ofScholarships, Reserved Places, Cadetships, Bursaries and Commissions.

b. Composition and Duration. Candidates for all Officer specialisations attend theAIB in HMS SULTAN, Gosport. Each Board is under the presidency of a CommanderRN or a Lieutenant Colonel RM, assisted by a Lieutenant Commander RN and aLieutenant RN The Board takes account of the results of psychometric and writtentests, performance in practical exercises and at interview. Candidates attend theBoard for 2 nights and 2 days. Aircrew candidates will be required to stay an additionalnight to complete the aircrew medical.

c. Final Board Mark (FBM). The Board’s final assessment of candidates isexpressed in terms of a Final Board Mark, which can range from 60 to 300. The FBMof 180 generally indicates that the applicant has demonstrated a satisfactory level ofevidence to undergo initial training. The FBM of 175 will be used for Engineering andAircrew candidates. Candidates will be told either that they have demonstratedpotential or that they have not demonstrated potential at this time.

0925. Application to the AIB

a. Applying to the AIB. Every eligible candidate has the right to apply to AIB. Noone however has the right to interview at AIB. The decision to attend AIB should be amutual one between the candidate and the ACLO, ie made when the candidate is:ready to commit to a career in the Naval Service; is confident of passing the Board;and when the ACLO is assured that this commitment is genuine and that the candidateis indeed prepared.

b. Application Forms. The forms required to apply for a Commission in the NavalService are:

(1) AFCO Form 4 - Application Form for Service in Her Majesty’s Armed Forces.

(2) AFCO Form 104.

(3) MOD Form 1109 - Security Questionnaire.

(4) MOD Form 493 - Rehabilitation of Offenders Act.

(5) The Royal Naval Medical & Health Questionnaire and Consent to ReleasePersonal Medical Information

These forms are collectively known as the Application Forms (AFs).

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c. Issuing of Application Forms. When ready to attend AIB, the enquirer is to becalled in for a further interview and issued the Application Forms. The candidate mayalso be issued with the relevant Careers Guidance Annex, from TAFMIS letters, for thechosen type of entry and a copy of the AIB Guide for Candidates (CP74). Thecandidate should also be given an envelope marked with their name, URN andaddressed ‘for the attention of SMO SE. They should be instructed to complete themedical questionnaire, seal it in the envelope and return it with the application forms

d. On issuing the Application Forms, the ACLO is to ensure that the candidate isaware of the commitment he or she is about to make and that he or she fullyunderstands the Terms and Conditions of Service under which he or she will bejoining. The candidate is to complete all these forms and return them by post to theOCLC for processing.

e. The ACLO Assessment Form. On completion of the interview, the ACLO is toraise a the ACLO Reference Form. This is to provide factual evidence only and is notto contain subjective comment on the candidate’s potential to pass the Board. AJournal entry should be made to mark the date on which the Application Forms wereissued. The ACLO is then to set a UDA to check the forms have been returned by thecandidate to the OCLC. A copy of the ACLO Reference Form is to be forwarded to AIB,by email or post.

f. Weak Candidates. If an ACLO has a candidate who is clearly unsuitable forOfficer Entry then they should be firmly discouraged from applying with a clearexplanation about why they would not pass the AIB. If the candidate insists onapplying then they are to be issued the Application Forms.

g. Processing of Completed AFs. On receipt of the Application Forms at the OCLC,the admin staff are to check that they have been fully and correctly completed and toenter the additional data in to TAFMIS.

h. Forwarding AFs to AIB. The application is now ready to be forwarded to AIB.The admin staff are to make the application electronically by selecting ‘AIB’ from thedrop down menu in the ‘Booking Requestor’ function in ‘Candidate Tools’. This willcreate a Journal entry and raise a ‘System Generated Alert’ and so the ACLO willknow that the completed AFs have been returned to the OCLC and actioned by theadmin staff. The admin staff are then to post the hardcopy Application Forms to OESalong with verified photocopies of the candidate’s original birth and educationalcertificates. passport and the completed Baseline Personnel Security Standard, Thecandidate’s status is now to be progressed from Enquirer to Applicant status and aUDA sent to the ACLO confirming the actions taken.

Note. By using the Cancel Allocation/Allocation Request button or changing thecandidate’s ‘Involvement Level’ to an end state you will automatically remove acandidate from an event/Intake. Once a booking request has been made Officecandidates are not to be de-allocated from an event/intake without the permission fromAIB. You must inform the Selection Centre immediately if you intentionally orunintentionally use this function.

i. Medical Questionnaire. On receipt of completed application forms OES are tocheck eligibility and then issue a medical questionnaire to ensure fitness for theMSFT. Candidates will not be awarded a Board Date until the medical questionnairehas been screened. Completed questionnaires which raise medical issues are to bereturned to SMO SE for screening before a Board Date is awarded.

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j. Ownership of Candidate Following Application. All the consequential‘Checks’ required by TAFMIS following application will be conducted by AIB bar theAIB Brief. However, the ACLO retains ownership of the candidate in order to receivethe ‘System Generated Alerts’ as the ‘Current Recruiter’. Therefore, it is imperativethat the ACLO informs AIB of any developments as they will not have sight of suchalerts. At this stage the OCLC should only amend candidate Core data e.g. if thecandidate notifies a change in address. AIB are responsible for all other processingfrom now on.

0926. Candidate Wishes to Withdraw During Application or SelectionA candidate may decide against pursuing a Commission after submitting an

application to AIB. It is absolutely vital that AIB is informed immediately of the candidate’schange of status both by the ACLO and in writing by the candidate. Once the candidate’sstatus progresses to ‘Selection’, the AIB will change the ‘Involvement Level’ when notified bythe ACLO. If the candidate is still interested in a career in the Naval Service but decides thattemporarily he or she does not wish to be considered for a Commission then the application isDeferred. If however the candidate is no longer interested in a career in the Naval Service thenhe or she is to be dealt with as any other candidate NLI and their candidature status becomesthe ‘End State’ of Withdrawn. Records should only be deleted if they have been incorrectlycreated.

0927. Candidate Becomes Ineligible During Application or SelectionA candidate may become ineligible after submitting an application to AIB. It is most

likely that this ineligibility will be determined in the first instance by the ACLO but the ACLOshould contact AIB to ensure they are aware of the situation. Even though the ACLO is the‘Current Recruiter’ AIB is to manage all ‘Status’ and ‘Involvement Level’ changes resulting froma candidate becoming ineligible. If the candidate is only temporarily ineligible (eg TMU) thenthe ‘Status’ is to be changed to Deferred and the candidate stood over until eligible once more.If however the candidate is permanently ineligible then he or she must be treated as any othercandidate becoming ineligible and their candidature terminated, i.e. Rejected.

0928. Pre-AIB

a. Candidate File. An individual, hard copy file is to be made up by the OES whichwill contain a copy of all AIB documentation relevant to the candidate.

b. Acknowledgement. A TAFMIS generated acknowledgement letter will beforwarded to the candidate.

c. Medical Questionnaire. The medical questionnaire in the sealed envelope is tobe forwarded to SMO SE and an entry made in the AIB file and the TAFMIS journal.Candidates are not to be allocated to an event until the medical questionnaire hasbeen cleared by SMO SE. Candidates who are subsequently found to be TMU orPMU by SMO SE will be contacted by OES and the ‘Current Recruiter’ alerted onTAFMIS.

d. Eligibility Checks. OES are to set the ‘AIB Processing Started’ button onTAFMIS and ensure that eligibility checks have been completed against the criterialaid down in BR 3 in the following areas:

• Nationality, residency and identity (BPSS) (see Para 0519)• Educational Qualifications (see Chapter 5 Section 2).• Age for selected entry profile (see Chapter 5 Section 4).• PAP(O) and UCAS filters (see Section 2).

All applications for DGE E and ETM are to be forwarded to Cdr E for verification.

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9-20September 2009

e. Ineligible Candidates. If eligibility is in doubt the file is to be referred to XOESwho will seek advice from TSO, Cdr E, Cdr A and Col RM as necessary. Candidateswho do not meet the eligibility criteria will be forwarded a written explanation by XOEScopied to the TAFMIS journal with an alert to the current recruiter Candidates whomeet the eligibility criteria but who are not invited to proceed will be forwarded a writtenexplanation from TSO or CAIB.

f. Ownership of the Candidate Following Application. All the consequential‘Checks’ required by TAFMIS following application will be conducted by AIB bar theAIB Brief. However, the ACLO retains ownership of the candidate in order to receivethe ‘System Generated Alerts’ as the ‘Current Recruiter’. OES will notify the ACLO ofany other changes by a ‘User Defined Alert’ addressed to the ‘Current Recruiter’.

g. Allocation to Flying Aptitude Tests (FATs); Potential Officers’ Course (POC)and the Admiralty Interview Board (AIB). Sufficient places for candidates are to bearranged for FAT, POC and AIB events by XOES in Liaison with OASC, OC POC andTSO. OES will allocate the next available event taking into account wherever possiblethe candidate’s preferred entry and non-availability dates. The candidate will usuallybe given a minimum of 6 weeks notice but this may not always be possible especiallywhen a particular entry is required. Candidates will be forwarded a TAFMIS generatedinvitation letter. This includes an annex which the candidate is to return to the OES toconfirm attendance and request a rail warrant when required. Air travel is arranged bythe OES for candidates travelling from the Channel Islands and Scotland whenappropriate. In the case of RM candidates the OES will also issue POC JoiningInstructions.

h. Fleet Air Arm Assessment. Candidates are normally only permitted to takeFlying Aptitude Tests once. OES will check with OASC for previous test results.Candidates who have taken the tests before will be reviewed by Cdr A who will decideif a second test is permissible. When a re-test is approved, there must be aminimum of 12 months between tests. OES will issue full joining instructions andnotes on the aptitude testing to candidates who are able to attend the tests The ACLOwill be alerted to any recommendations made by Cdr A about the timing of a secondtest or advice to be passed to the candidate. Candidates who are not recommendedto re-take the tests will be informed by letter and the ACLO will be alerted on TAFMIS.Candidates are required to stay at RAF Cranwell overnight, testing lasts half a day andcandidates are informed of the test results by the Senior Naval Officer RAF Cranwelland his staff. All aptitude tests are computer based and include verbal, numerical andspatial reasoning, workrate, mental capacity and psychomotor tests.

i. Potential Officers’ Course. Successful candidates will be allocated to the nextavailable AIB in the usual way. Candidates will normally be given 6 weeks notice butthis may not always be possible and they should be prepared to attend at short noticeif required. This is particularly relevant in the 2 months prior to allocation Unsuccessfulcandidates should wait for 12 months before returning to the POC unless a 3 or 6 or9 month comeback recommendation is given by the POC. OES will allocate a newdate to candidates with a 3 or 6 month comeback recommendation. All otherunsuccessful candidates will be advised by letter to contact their Liaison Officer unlessthe candidate will be overage for the next entry or the POC report specificallyrecommends that he is not to be encouraged. Requests to return to the POC once the9 or 12 month return period has expired should be forwarded to the AIB in writing.

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j. Pre-AIB Checks. OES will ensure that all checks have been completed and thatall the documentation required by the Board is present in the candidate file prior to theAIB.

k. Notification of AIB Date. Once OES have assigned the candidate to a Board,the ACLO will receive a ‘System Generated Alert’ with the date for AIB. The candidateis to be contacted to ensure that he is aware of the Board date and to arrange an AIBbrief, preferably around four weeks beforehand. If the candidate is unable to attendAIB on the given dates, or decides to withdraw the application, he is to be told to informOES personally in writing (however the ACLO should also contact OES so that theBoard place can be re-allocated as early as possible).

l. Notification of an AIB Date. Once OES have assigned the candidate to a Board,the ACLO will receive a ‘System Generated Alert’ with the date for AIB. The candidateis to be contacted to ensure that he is aware of the Board date and to arrange an AIBbrief, preferably around four weeks beforehand. If the candidate is unable to attendAIB on the given dates, or decides to withdraw the application, he is to be told to informOES personally in writing (however the ACLO should also contact OES so that theBoard place can be re-allocated as early as possible).

m. Booking an AIB Brief. The AIB Brief is to be scheduled in the TAFMIS Calendarby clicking on ‘New Event’ and selecting ‘Interview’ (not ‘Selection Interview’) from thedrop down menu. The candidate can then be assigned to the interview whichautomatically generates a Journal entry detailing the interview. A letter of invitation isto be created by clicking on the ‘Letters’ button in the ‘Office Management’ pane. Thiswill open the ‘Letter Selector’ where the ‘AIB and POC Brief’ Letter is to be selected.The letter can then be previewed to ensure the details are correct and that the correctACLO’s signature block is in place before exporting, printing, signing and posting. Theletter’s actual dispatch is confirmed in TAFMIS by clicking on the ‘Invitation sent’button in the ‘Office Management’ pane.

n. The AIB Brief. ACLOs are to ensure that the candidates are fully aware of therequirements of the selection process. It is important that candidates are made awareof the intensive nature of the AIB, and ACLOs may advise candidates on profitabledirections for preparation. ACLOs are not, however, to "coach" candidates for the AIB,but should restrict their briefings to the general information covered in the "Stamp ofApproval" video and the AIB Guide for Candidates. ACLOs should not discuss Boardmarks with candidates. Basic qualities, or the potential to develop them, which theBoard are looking for can be grouped as follows:

• Effective Intelligence.• Leadership.• Powers of Communication.• Courage and Values.• Motivation.

0929. Post AIB

a. Notification of AIB Results. The candidate will be informed of the result of theirAIB in a verbal de-brief by the Board President before leaving HMS SULTAN. A letterconfirming this result is then sent to the candidate arriving within a week of theirattendance. The ACLO will also be informed of the result and the candidate’s scorevia a ‘System Generated Alert’ on TAFMIS. The AIB Feedback Form will be availableto the ACLO on the TAFMIS journal. The ACLO is to contact the candidate and discussthis result and its implications. Exceptionally where a candidate has expressedinappropriate views or requires further training the Board President will write a reportto this effect in the ACLO report Form.

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9-22September 2009

b. Candidate has Demonstrated Potential. The ACLO is to remind the candidate(without belittling this significant achievement) that a pass at AIB does not guaranteeselection and therefore entry into Officer training. There is no requirement for theACLO to arrange a further interview but the candidate should be assured that theACLO is available to be contacted should there be any further questions regarding theprospective training and service in the RN/ RM. The candidate then awaits selection.

c. Candidate has not Demonstrated Potential. The ACLO is to counsel thecandidate on the options available and the recommendations made by the Board inthe AIB Report Form. The candidate will be aware of the recommendations from theverbal de-brief given by the Board President, however these should be reiterated tothe candidate to ensure there is no confusion. The following 3 recommendations willbe in the report form:

(1) 'RECOMMENDED TO RETURN' is allocated to candidates who presentedsome evidence at the board but not enough to pass on the first attempt. However,the board gathered sufficient evidence to believe that the candidate could besuccessful on a second attempt in no less than 12 months. ACLOs should contactthese candidates after the board and encourage them to apply again.

(2) 'DO NOT ENCOURAGE' is allocated to candidates who presented littleevidence at the board but could be borderline at a second attempt. ACLOs shouldnot actively encourage or chase up these candidates but rather let the candidatestake the initiative by showing that they are worth another board.

(3) 'SHOULD NOT RETURN' is allocated to candidates who are deemedentirely unsuitable to become officers. 'Should not return' rather than 'Not toreturn' recognises the fact that occasionally candidates do not take full account ofthe feedback received and are re-boarded when, despite robust advice, there areextenuating circumstances and a second attempt is allowed. If the candidate,following a failure at Board, is no longer interested in pursuing a Commission thenthey are to be dealt with as a candidate NLI.

d. The AIB file will be weeded, retaining the following documents:

The application forms (AFCO Forms 4 and 104)Copies of certificates and passports.The Baseline Personnel Security Standard.Previous FAT check results and Scoresheets.SMO SE Pre-AIB Candidates Health Questionnaire Scrutiny Copies of all non-standard letters.AIB files will be retained for 3 years. OES will endorse all travelling expenses claims received, confirming attendanceand checking the information provided by the candidate.

0930. Selection

a. Selection. By passing AIB, including satisfying the medical standards, acandidate has demonstrated sufficient potential to be expected to successfullycomplete Initial Officer Training at either BRNC or CTCRM. This does not mean thata candidate has been selected for entry as an Officer in the Naval Service whichshould be made very clear to candidates throughout the recruiting and selectionprocess. A pass at AIB is valid for 12 months so long as the candidate remains eligiblefor Officer Entry.

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9-23September 2009

b. Candidate Selected for Officer Training. Upon selection, the candidate willreceive a letter stating the specialisation, Commission, seniority and joining date forBRNC/ CTCRM being offered. Once again, the ACLO will be informed concurrentlyby a ‘System Generated Alert’ as the candidate’s Status is progressed by AIB to‘Applicant – Allocation’ and should contact the candidate in case there are anyqueries.

c. Candidate Selected for a Sponsorship Award. Upon being awardedsponsorship, the candidate will receive a letter stating the specialisation, Commission,financial value and start date of the award being offered. The ACLO will be informedconcurrently by a ‘System Generated Alert’ and should contact the candidate in casethere are any queries. The candidate’s Involvement Level is to be set to ‘ServiceSponsorship’.

d. Candidate Not Selected. If a candidate has not been selected for entry orsponsorship a year on from the day of attending Board then they will need to re-attendAIB so long as they remain eligible in all respects for Officer training (including underthe limitations governing returning to AIB, 0600 refers). If the candidate wishes to re-apply then the candidate’s ‘Status’ is to revert to ‘Enquirer’

Note. Candidates should only need to complete AFs once. For re-applicationsinformation should be updated on TAFMIS. Candidates who have not previouslyattended AIB should have their application status changed to ACTIVE. Candidateswho have attended AIB should be entered as a NEW APPLICATION using their lastTAFMIS record. Instead of the OCLC forwarding the application form to the AIB,candidates should be instructed to write to the AIB requesting that their application bereactivated.

e. Pre-Joining Medicals for Bursary and Scholarship Award Holders. Bursaryand Scholarship award holders have to pass another medical before entry to theNETE only if under 18 when they did their AFCO ME medical. The candidate will beinformed by the AIB at least 6 months before being appointed to BRNC or CTCRM.Candidates will be invited by OES to return to AFCO ME for this repeat examination.

f. Further Actions Prior to Entry to NETE. Once the candidate has been selectedfor training, there are no further actions for the ACLO to conduct prior to the candidatejoining BRNC or CTCRM to start Initial Officer Training. On receipt of the candidate’sacceptance of the offer of a Commission, AIB will progress the candidate’s‘Involvement Level’ to ‘Forwarded to Training’. However, the ACLO should continue tomonitor and nurture candidates until they enter training to handle any unforeseendevelopments that may transpire.

0931. Re-Attending the AIB

a. Candidates may wish to re-attend AIB for three reasons:

(1) Failing to achieve a pass at Board.

(2) Passing the Board but not being selected for training.

(3) Returning for a different scheme of entry (eg 2 year Sixth Form Scholarswishing to gain university sponsorship).

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b. Regardless of the reasons for returning to AIB, there must be at least 12 monthsbetween each attendance (In exceptional cases, e.g. reaching the age limit,candidates could be allowed to return in less than 12 months). However candidatesare allowed to apply before this 12 month stand over has passed so that they are in aposition to re-attend as soon as possible after that point. Candidates are normally onlyallowed to attend AIB three times (regardless of the result) and this should be bornein mind with regards to the enthusiasm some candidates may have to go back as soonas possible. ACLOs should be assured that candidates who failed a previous attempthave made sufficient progress to overcome the shortcomings identified by the AIBbefore re-attending. If in the ACLO’s judgement sufficient improvement has not beendemonstrated then those candidates should be most strongly advised to delay re-applying until they are ready so that they do not squander one of their limitedopportunities to reappear before the Board. Attending AIB under the Sixth FormSponsorship/ Reserved Place scheme does not count as one of the three AIB attemptsallowed.

c. AIB Re-Attendance for Engineer Officer Candidates Awarded a Two YearScholarship or Reserved Place. Candidates who have been awarded a Two YearScholarship or Reserved Place as prospective Engineer Officers do not have to returnto AIB to secure university sponsorship as they are already guaranteed a place on theDefence Technical Undergraduate Scheme (DTUS).

d. If a candidate has passed the Board and wishes to re-apply then the candidate’s‘Status’ is to remain as ‘Rejected’ ‘Not suitable at interview’ or in the case of candidateswho have passed the Board but not selected, changed to ‘Rejected’ ‘not suitable afterinterview’. A new application should then be started using the same URN. Note:Candidates should only need to complete AFs once. Providing that the candidate’scircumstances have not changed drastically, e.g. a scholar who re-applies afteruniversity, candidates should be issued with the AFCO Form 4 and Medical andSecurity Questionnaires only. Candidates who have not previously attended the Boardshould have their application status changed to ACTIVE.

e. Reimbursement of Earnings. Candidates in employment will not be reimbursedfor loss of earnings. This also applies in respect of candidates attending FlyingAptitude Tests and the RM Potential Officers Course.

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9-25September 2009

SECTION 4 - FURTHER INTERVIEWS OF OFFICER CANDIDATES

0932. Maintaining Contact with Enquirers

a. Further interviews with the candidate are to be arranged as the ACLO judgesappropriate to nurture the candidate’s interest in the Naval Service, monitor thedevelopment of the candidate’s commitment and Service Knowledge and to advise thecandidate on how to prepare for selection and entry in to the RN or RM. If thecandidate is continuing in education, these interviews may be spread over a numberof years before the candidate is ready to apply, but ideally such candidates should beseen about every six months in order to maintain contact. Such cases require carefulmanagement of the candidate’s ‘Involvement Level’ in TAFMIS. This nurturingprocess can be augmented through POC visits both to increase Service Knowledgeand understanding of the different career profiles and also to maintain enthusiasm, butthe restricted number of places on these visits means that ACLOs should choosecarefully the candidates they put forward.

b. Booking Further Interviews. Further interviews are booked in the TAFMIS‘Calendar’ by clicking on ‘New Event’ and selecting ‘Selection Interview’ from the dropdown menu. The candidate can then be assigned to the interview which automaticallygenerates a Journal entry with the details of this interview. A letter of invitation is to becreated by clicking on the ‘Letters’ button in the ‘Office Management’ pane. This willopen the ‘Letter Selector’ where the ‘Offer of Further Interview’ Letter is to be selected.The letter can then be previewed to ensure the details are correct and that the correctACLO’s signature block is in place before exporting, printing, signing and posting. Thefinal action is to confirm in TAFMIS the letter’s actual dispatch by clicking on the‘Invitation sent’ button in the ‘Office Management’ pane.

0933. The Further Interview

a. The aim of the further interview is to give the candidate the opportunity to put tothe ACLO any queries on the Naval Service that may have arisen from previousinterviews and to gauge the candidate’s progress towards being fully prepared andready to attend AIB. The candidate’s contact details should be re-checked and thechoice of branch confirmed. The ACLO is to sight any further certificates thecandidate may have gained in the interim and to take photocopies of these to hold onfile until such time as the candidate decides to apply. The photocopies should be datestamped.

b. After Action Following a Further Interview. On completion, a full record of theinterview is to be made as a Journal entry in TAFMIS, selecting ‘Selection Interview’from the Journal’s drop down menu. Relevant TAFMIS data fields are to becompleted/ amended as appropriate with further information gleaned during theinterview. Copies of any additional hardcopy documentation (eg recently awardededucational certificates) are to be put in the candidate’s paper file and this fact is to berecorded in the TAFMIS Journal. Finally, the ACLO is to set a UDA to prompt theaction (eg arrange interview, check exam results). Should this exceed the thresholdfor a ‘Lack of Movement’ Alert (28 days) then the candidate’s ‘Involvement Level’ is tobe set to ‘Deferred’ (a ‘Lack of Movement’ Alert will not now be generated for 3months).

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0934. Potential Officer Candidate (POC) Visits

a. POC visits provide an opportunity for candidates to see the Service at first handand meet serving personnel in their workplace. The aim is to broaden candidates’understanding of Service life, inform them about the Service and the careeropportunities within it and give them an insight into the Service ethos.

b. Types of Visits. Visits are to both ships and shore establishments and caninclude an element of training and development (such as the BRNC summer camp).CNR is also involved in events such as Meet Your Navy and there are manyopportunities for candidates to be involved in these.

c. Visit Programming and Allocation. The visits programme is run by CNRSO2(Visits) who allocates a number of places on CNR sponsored visits to each OCLC.ACLOs put forward suitable candidates for the visit iaw local OCLC procedures. Thefinalised list of recommended candidates for the OCLC is forwarded to SO2 (Visits)who will dispatch joining instructions and rail warrants directly to the candidates. Visitplaces are limited and ACLOs should carefully consider the candidates theyrecommend for visits. Candidates with reasonable potential for passing AIB but whohave only had limited exposure to the Service (ie no family connections or cadet time)are ideal.

0935. Recording Visit Attendance in TAFMIS

a. Allocation to and attendance on a POC visit is to be recorded in the Journal.

b. Medical Queries. All medical queries should be referred to SMO SE. Therequirements for handling and protecting personal Medical

information are to be adhered to throughout.

c. Transfer of Candidates between OCLCs. If a candidate moves residence orattends a university outside of the ACLO’s area of responsibility then the file will needto be transferred to a new ACLO. Once the candidate’s address has been updated,the new ACLO is to be informed of the candidate and his or her intentions and giventhe candidate’s name and URN. The new ACLO is then to find and select thecandidate and take over responsibility by clicking on the ‘Transfer’ button at the bottomof the ‘Status’ page. This will raise a ‘System Generated Alert’ to the previous ACLOconfirming that the candidate has been transferred. The paper file will also need to besent to the candidate’s now OCLC: a Journal entry should be made confirming itsdispatch.

d. Transfer of Candidates to the Rating/Other Ranks Recruiting Process. If acandidate decides to go for Rating/ Other Ranks entry instead of Officer Entry then therelevant AFCO is to be informed of the candidate’s intentions and given his or hername and URN. The CA can then find the candidate’s file in TAFMIS and raise a ‘NewApplication’ in the ‘Other Applications’ menu of the ‘Process Browser’, selecting ‘NavalService Other Ranks’ as the ‘Career Interest’. The candidate’s Officer application,with a Journal entry explaining the candidate’s decision (especially if the candidate isby this stage fully eligible for Officer Entry), is terminated as NLI and the paper file senton to the AFCO. As the candidate’s file is still ‘Active’ in TAFMIS even when the‘Involvement Level’ is set to the end state ‘Withdrawn’ it does not matter in which orderthe Officer application is terminated and the Ratings/ OR application raised.

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e. Candidate Reverting to Enquirer Status. If an applicant fails part of theselection process or decides to withdraw their application but is still interested in anofficer career in the Naval Service then their Status is to be reverted to ‘Enquirer’ anda Journal entry raised explaining the reasons for this reversion. The candidate’sInvolvement Level should also be reviewed as the candidate will most likely need tobe ‘Deferred’ for a period.

0936. NLI, Withdrawals and Rejections

a. Candidate No Longer Interested (NLI). If a candidate decides at any stageduring the recruitment process that a career as an Officer in the Naval Service nolonger appeals then the ACLO should ascertain the reasons and ensure that thecandidate has not come to this decision lightly. If the candidate is no longer interestedin the Naval Service as a whole then the ACLO is to set the candidate’s ‘InvolvementLevel’ in TAFMIS to ‘Withdrawn’ with ‘Non-Productive Enquiry’ selected from the dropdown menu and comments entered in the ‘Journal Text’ detailing the candidate’sdecision and any reasons given. The candidate’s paper file can be archived iaw localOCLC procedures. The candidate’s file is now effectively closed, however should thesame individual express interest in a Naval career once again and a new TAFMIS filebe created the system will correlate it with this previous file.

b. Candidate Becomes Ineligible Prior to Application. An individual maybecome ineligible during the course of their candidature for a number of reasons, suchas exceeding the upper age limit for entry or on being found to be permanentlymedically unfit. The candidate may well still be eligible for other branches in the NavalService (including Ratings/ Other Ranks) and should be advised accordingly but ifthese are of no interest then the candidate should be withdrawn as NLI. If thecandidate is ineligible for all branches then the ACLO is to set the candidate’s‘Involvement Level’ to ‘Rejected’, the relevant reason selected from the drop downmenu and comments entered in the ‘Journal Text’ box detailing why the candidate isno longer eligible. For candidates who are ineligible due to a ‘Not to Reapply’recommend from AIB then the reason for rejection is ‘Not Suitable at Interview(Reject)’. Candidates who prove to be ineligible for any reason are to be counselledsensitively but firmly. ACLOs are to bear in mind the PR implications of how theyhandle candidates who are not able to join the Service, and to make their contact withcandidates as positive as possible without giving false information or expectations.

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SECTION 5 - AUDITIONS, BOARDS AND FURTHER ASSESSMENT FOR OFFICERS

OFFICER CANDIDATES

ROYAL MARINE OFFICER CANDIDATES AND THE POTENTIAL OFFICERS’ COURSE (POC)

0937. Booking on POCBooking Royal Marine Officer candidates on the Potential Officers’ Course at CTCRM

is the responsibility of OES. Once a candidate is allocated a place on POC at CTCRM by OESa ‘System Generated Alert’ will be sent to the ACLO as ‘Confirmation of Booking’. By this stagethe candidate should already have been made aware of the high level of physical preparationrequired for POC, but he will still need a brief about the Course. POC joining instructions andtravel warrants will be issued by CTCRM.

0938. Pre-POC Medical

a. Before being allowed to attend POC, the candidate will need to have a medical.Where possible, it should be arranged for the same day and venue as the POC briefby the ACLO. The pre-POC medical is identical to the AFCO ME medical and isbooked at the candidate’s nearest AFCO for a day when the AFCO ME is in regularattendance. As POC candidates may only have about seven weeks notice to attendthe course, they are to be given priority when making appointments with the AFCOME. The AFCO is to be contacted to find an available appointment for the candidateto be booked in. This is then recorded in the TAFMIS ‘Calendar’ by clicking on ‘NewEvent’ and selecting ‘Medical’ from the drop down menu which in turn will create aJournal entry. A letter inviting the candidate in for the medical is then created throughthe ‘Letter Selector’ choosing the ‘Medical Exam Before POC’ letter under the‘CTCRM General’ menu heading. Bills for pre-POC medicals are to be paid by theAFCO.

b. Handling Of Pre-POC Medical Documents. On arrival for his medical, the POCcandidate is given a Form FMed 1 and a Medical Transit Envelope (FMed 691) by theACLO, or, in his absence, the AFCO staff. Part 1 of the Medical Transit Envelope is toalready have been completed with the candidate’s details by the ACLO. Thecandidate is to complete his details in Part 1 of the FMed 1 only and then give thesedocuments to the AFCO ME who will conduct the examination. On no account are theremaining sections of the FMed 1 to be completed by either the candidate or theACLO. The AFCO ME will assess the candidate either ‘Meets Medical Standards’ or‘Below Medical Entry Standards’ and annotate the front of the Medical TransitEnvelope accordingly. The FMed 1 is now Restricted - Medical and the informationthereon is restricted to Medical Officers and their staffs. The sealed envelopecontaining the completed FMed 1 is then returned to the AFCO for forwarding to theOCLC. On receipt at the OCLC, the result of the medical as annotated on the front ofthe Medical Transit Envelope is recorded on TAFMIS and the documents areforwarded on to AIB.

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c. Failure at Pre-POC Medical. Should a candidate fail the pre-POC medical, hewill be advised of this by the AFCO ME. If he is just temporarily unfit to attend POCthen the AFCO ME will include a recommended time after which a further medical canbe arranged (although this delay may preclude a candidate from attending POC intime to be able to be selected for that year’s YO batch at CTCRM and so may resultin delaying the selection process by 12 months: this may require careful counsellingby the ACLO). The candidate remains an Applicant and there is no requirement to re-submit AFs prior to the medical re-examination. If the candidate is found to bepermanently unfit to attend POC then the candidate will be informed of this by theAFCO ME and should be counselled appropriately by the ACLO. Once the result ofthe medical is recorded in TAFMIS, the documents are to be forwarded to SMO SE viathe AIB who are the point of contact for all outstanding medical queries.

0939. POC BriefThe POC Brief should cover the format of the course, the aim of the course and the

qualities that the course is designed to test in the candidates. There is no necessity for thebrief to be carried out by a RM ACLO, but to be fully conversant with the format and ethos ofthe Course RN ACLOs should visit CTCRM and observe a POC at least once early in theirappointments.

0940. POC Results

a. Once the candidate has attended the course a ‘System Generated Alert’informing the ACLO that the results are available is sent. The candidate will alreadyhave been informed of his result in his de-brief by OC POC before leaving CTCRM.

b. Candidate Passes POC. If the candidate passed the course, then OES willautomatically book the candidate on to an AIB. Therefore, an AIB Brief should bearranged as soon as possible.

c. Candidate Fails POC. Candidates who fail POC will normally have to wait a yearbefore they can re-attend. Candidates should be counselled as to whether they wishto continue with Royal Marines Officer selection at a later date and alternative careersin the Naval Service, such as RN Warfare Officer, discussed. AIB will not allocate thecandidate to a Board unless he has indicated on his AFCO 4 a second preferencecareer in the RN. If the candidate has expressed a second branch choice and iscontent to proceed then an AIB Brief is to be arranged, otherwise he should informOES in writing of his intentions. If the candidate is intent on pursuing a Commissionin the RMs then he will need to re-apply 12 months hence.

0941. Booking FATSCandidates applying to the Fleet Air Arm will be booked on Flying Aptitude Tests by

OES. Candidates will sit the full battery of Tests regardless of any stated preference for Pilot,Observer or Air Traffic Control Officer they may have. Once a candidate is allocated a placeon FATs at RAF Cranwell by OES a ‘System Generated Alert’ will be sent to the ACLO. Thereis no requirement for a brief on FATs but the candidate should be contacted to ensure they areaware of the date they are to attend the tests and to see if they have any queries.

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0942. Results from FATS

a. Once the candidate has sat the tests a ‘System Generated Alert’ will be sent tothe ACLO as ‘Notification of Results’. The candidate will already be aware of the testresults as they are interviewed by the RN Liaison Officer at OASC before leaving RAFCranwell but the ACLO is to get in contact to discuss the implications on the careeroptions now open to the candidate. For successful candidates, the FAT results arecombined with the FBM to generate the Pilot and Observer Recruiting Assessment(PANDORA or T score) by which FAA candidates can be listed in order of merit.

b. Candidate Passes FATs for Chosen Aircrew Sub-Specialisation. If thecandidate has passed for P, O and ATC, or has passed all those Tests that are pre-requisites for the candidate’s aircrew sub-specialisation of choice, then all that isnecessary to arrange an AIB Brief for the candidate.

c. Candidate Fails FATs for Chosen Aircrew Sub-Specialisation. If thecandidate has failed the Tests specific to the chosen aircrew sub-specialisation thenthe candidate will need advising on the alternative career options available within theFleet Air Arm. Every effort should be made to maintain the candidate’s enthusiasm ina Fleet Air Arm career despite this set back. The candidate may also want to considera Naval career outside of the Fleet Air Arm, which may require a further interview. Ifthe candidate is content to continue in an alternative aircrew sub-specialisation offeredby the Board, or to pursue a second choice branch, then the candidate is to confirmthis decision in writing to OES and an AIB Brief is to be arranged.

d. Candidate Fails All FATs. If the candidate has failed all the FATs and so isunable to join any part of the Fleet Air Arm then the candidate will need advising onthe alternative career options available within the Naval Service. Every effort shouldbe made to maintain the candidate’s enthusiasm in a Naval career despite this setback and this may well necessitate a further interview to brief in more detail on, forexample, Warfare Officer. AIB will not allocate the candidate to a Board unless heindicated on his AFs a second preference career outside of the Fleet Air Arm. If thecandidate has expressed a second branch choice and is content to proceed then anAIB Brief is to be arranged, otherwise the candidate should inform AIB in writing of hisor her intentions. The candidate may wish to take time to consider the optionsavailable before progressing further and may therefore decide to withdraw theapplication in the meantime.

0943. Re-Attending FATSIn exceptional circumstances, a candidate may undertake FATs a second time with the

approval of Cdr Air AIB who will consider each case on its merits. There must be an interval ofat least 12 months before re-sitting the tests. Candidates who take their first test when over theage of 19 will not be allowed to retake the tests. Sitting the aptitude tests for the Special FlyingAward (which are different from the FATs) will not preclude a candidate from sitting the fullFATs.

0944. Medical and Dental Officers

a. ACLOs are to issue candidates the latest recruiting literature. They may alsoshow relevant recruiting videos and provide general counsel to Medical/Dentalenquirers up to the point at which candidates commence university. If at that time theenquirer's choice remains for a Medical/Dental career, he/she should be referred to theMedical/Dental recruiter, together with any associated paperwork. The TAFMISrecord must then be transferred to CNR/OES.

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b. Medical/Dental enquirers who are at university and beyond may be issued withthe latest recruiting literature and shown relevant recruiting videos and are then to bereferred to the appropriate recruiters for specialist counsel.

0945. Queen’s Alexandra’s Royal Naval Nursing Officers

a. ACLOs may issue candidates with the latest recruiting literature and may alsoshow relevant recruiting videos and provide general counsel to QARNNS enquirersbut they must then refer eligible candidates to the Specialist Recruiter as soon aspossible for further guidance.

b. Students who are at university should be encouraged to join the QARNNS eitheras a NN (Q) on completion of training or as an officer once they have obtained theminimum additional experience. Those who enter as a trained nurse can beconsidered for promotion to officer after two years.

c. ACLOs must inform all candidates that rating entry is also available on completionof training. Candidates who are interested, and would like more information on ratingentry, are to be referred to the QARNNS recruiter.

d. Candidates who are not qualified nurses but interested in nurse training withinQARNNS are to be referred to their nearest AFCO or to the QARNNS recruiter.

0946. ChaplainsACLOs may issue the latest recruiting literature and show any relevant recruiting

videos to Chaplain enquirers but they must be referred to the appropriate Chaplain Recruiterfor specialist counselling. ACLOs may also issue an AFCO 4/104 for completion but thesemust be clearly marked for return to the Chaplain recruiter, not the OCLC.

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SECTION 6 - THE MEDICAL EXAMINATION

0947. 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.

0948. Armed Forces Careers Office Medical Examiners (AFCO ME) Contacts

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:

(1) Full medical.

(2) Limited medical (re-med).

(3) 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 CNR HQ.

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

0949. Medical Eligibility – Information SeekersCandidates with medical ‘conditions’, which will bar them from entry, are to be

counselled, the entry standards explained (see AFCO 5) and are not to be processed further.It is most important that the medical requirement is explained and conveyed as humanely andsympathetically as possible. A qualified CA or the ACLO must carry out this verbal rejection.The Assistant Careers Advisers are not to reject candidates.

Careers Staff must not offer medical advice or be drawn into conversation relating to specificmedical conditions. Candidates who request advice on medical conditions should be advisedto contact their GP.

0950. Medical 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.

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.

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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.

0951. 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.

0952. AFCO ME Appointments

a. All medicals are by appointment and arranged through the AFCO. FMED1 mustbe 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.

0953. 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 the Senior Medical Office Service Entry (SMO SE) for definitive opinion.

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.

0954. 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:

(1) TAFMIS Medical Records Screen is to be completed.

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(2) Complete the Medical section of the AFCO 101.

b. Medical Examination - Period of Validity. A successful AFCO ME medicalexamination will remain valid until age 30 (if over 18), if under 18 the medical remainsvalid for 12 months. For candidates over 30 the AFCO ME medical is valid for 5 yrs.Medicals for Aircrew are also only valid for one year. Candidates must be ‘in date’ formedical 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 MEs 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.

0955. 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).

0956. 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.

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.