flashlight issue 37 - gov.uk

The Newsletter of the Ministry of Defence Guard Service Issue 37

Autumn 2010

John Bills and Dave Fairbrother receiving the commendation by the Vice Chief of Defence Staff, General Sir Nicholas Houghton KCB CBE ADC Gen

Flashlight-37 sept10_Flashlight1 11/10/2010 08:57

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The HQ MGS Operations Team consisting of John Bills,Senior Operations Manager, and Dave Fairbrother, OperationsManager were nominated for a VCDS and 2nd PUScommendation for their work in co-ordinating andimplementing the procedures that led to NSI Goldaccreditation for the MGS. I am delighted that the nominationwas accepted. The exact commendation is replicated below:

“To the MGS Operations Team for their outstanding efforts toensure that the Ministry of Defence Guard Service achievedaccreditation to the National Security Inspectorate GoldStandard (ISO 9001:2008 Quality Management System). Thisinvolved an extensive audit of roles, responsibilities andsystems within the MGS, a national organisation, to confirm orput into place a consistent mode of operation andmanagement reporting. In less than a year, the team visitedRegional Headquarters and a number Units to conductdetailed interviews. Results were analysed and measures put inplace to ensure the NSI requirements were met. A remarkableachievement within a very short space of time and requiringtremendous personal commitment by both members of theteam. The NSI Gold Standard is the ultimate recognition ofguarding proficiency in the UK accreditation establishes theMinistry of Defence Guard Service as one of the elite unarmedguarding organisations in the United Kingdom.”

The ceremony took place on 16 July 2010 atHMS President, London. The CommendationScheme aims to recognize the exceptionaleffort, individually or collectively, made bypersonnel in the Centre TLB (CTLB). In practice,the scheme provides an additional means bywhich exceptional contributions to the work ofthe Department can be more publiclyrecognized. It is relatively informal and themajority of those commended are undertakingduties vital to Defence that may not otherwisebe recognized.

John and Dave were grateful that their workin the achievement of the NSI Gold has beenrecognized by the wider Department but feltthat they were accepting the commendationin recognition of the hard work undertaken byRegional teams as well as themselves.

VCDS and 2nd PUS CentreTLB Commendation – TheHQ MGS Operations Team

John and Dave in front of Tower Bridge

By Marc Shreeve, B2 Ops


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John and Dave with Marc Shreeve, MGS B2 Ops, who sponsored the nomination.

Robert Taylor, CSO5receives his ImperialService Medal

On Friday 16th July 2010 Robert Taylor was presented with hisImperial Service Medal by Eddie Longhurst, Area Manager Region 4Area 7. Bob, as he is known to his colleagues accompanied by hissisters Kathleen and Noreen along with Noreen’s husband Johnattended an informal gathering at Old War Office Building,Whitehall, Central London.

Bob has always had a connection to the Royal Navy not only duringhis ten and a half years of duty with the “Senior Service”, from 1961to 1972, but during his time working at the Royal Naval College inGreenwich where he first worked as a steward to Senior Ranks andlater as a patrolman/security officer before joining MGS in 1998.Some years later Bob was posted to St Christopher House and thenfinally St Georges Court where it was my pleasure to become hisLine Manager until he completed his career on 07 July 2009.

When presenting Bob with his well deserved “gong” Eddie thankedBob for his 37 years service in total, not only for his contributions tothe Guards in London, but to the department as a whole in hisvarious roles.

During his time with the department Bob has always been knownfor his flexibility and team spirit. He has already been missed by hisformer Colleagues, Supervisors and Managers, who all join to wishBob a long, happy retirement and the very best for the future.

By Graham Glass Group Manager Region 4 Area 7


Since the ‘MOD Your Say’ survey last took place in October2009, writes Claire Ferguson, of the HR Business PartnerSpecial Projects team, Chief Executive Steve Love has taskedhis senior colleagues with creating action plans to addressthe survey results relevant to their specialist areas.

Each AMB member is responsible for delivering one ormore actions from within the Agency Action Grid, whichcan be found on the MDPGA Intranet, on the HumanResources pages.

Progress against these actions is reported upon at themonthly AMB meetings and then issued via a quarterly staffnewsletter, launched in July, which can also be found on thesame HR pages on the Intranet.

The survey highlighted four key areas of concern, whichhave been picked up on the Action Grid. They are: n My Work n Leadership and Managing Change n Inclusion and Fair Treatment and n Organisational Objectives and Purpose.The 2009 survey results will be used as a benchmark

against which to assess progress in future surveys, startingwith the 2010 survey in October.

What happens now?Further updates will be produced to keep staff informed of

what is happening and what progress is being madeagainst each action plan. Check the Intranet pages regularlyand read the notices and articles that will be published overthe coming months.

Talk Through and Flashlight were invited by the Chief todelve further into the Agency’s response to the survey andso we began by asking him:

Why are you taking ‘MOD Your Say’ so seriously?Because it is really important for me and everyone on the

Management Board to know how the people in ourorganisation feel, what they are saying and what they’reasking. We make the effort to find out by getting out andabout and talking to people, but given the geography ofthe organisation it just isn’t physically possible to beeverywhere all the time. The ‘MOD Your Say’ survey fills animportant gap.

Everyone is experiencing a lot of uncertainty about thefuture. Is now really the time to ask them what they think?

When we last ran this survey, in October last year, therewas a lot of uncertainty, too. The PR09 recruitment freezeand overtime ban had just recently started. The HutchinsonReview of the Agency was in full swing and there was a lotof anxiety around the organisation, but we still did thesurvey, as did all the rest of the MOD. Since then it has gottougher still. We have had a General Election, the StrategicDefence and Security Review will be published shortly andthere is the prospect of major cuts right across Government

funding. In the year ahead we’re going to have toimplement a lot of this, so it is even more important for usto know how people feel, what they think and what theywant to know.

You have said it was useful – how did you use it? What didpeople say and what did you do?

Around the same time we got the 2009 ‘Your Say’ surveyresults I did quite a number of station visits and ran focusgroups to help me fill out the picture.

Some of what people said was very practical. Both MDPand MGS were very clear on one issue, for example – theyneed uniform that is more fit for purpose. So, what we didwas set up a Road Map project under the AMB to make thathappen. Since then, we have committed MDP to thenational police uniform and decided what the basic uniformwill be, following trials. We will not be able to procure andre-equip the entire Force in one go under present financialconditions and I am clear that we will not spend money onnew uniform if it is going to make us unable to pay salaries.However, we are now going to move to the new uniformevery time there is an opportunity to buy it, through normalreplacement or cashing in on other savings.

On the MGS front, the first priority is high visibility jackets.Once we have the MDP under way, we will then assess theextent to which standard MDP items are also the bestoption for MGS work. In the meantime, the MGS arediscussing a fit for purpose uniform that could be procuredwithin existing constraints.

Another practical area was training – people were sayingthat we need to standardise it and make it happen. Whatwe have done is to completely review and republish all ofthe Agency’s mandatory training requirements – thetraining it is essential to complete to do the job safely,legally and to our standards – and then make sure everyonehas a mandatory training plan to go with their reportingyear. This is starting in September for the MDP and, becauseit is mandatory training, the Agency will make sure that ittakes place and is not left to chance.

People said they actually wanted to be more involved inchanges and what is going on. I think this is reallyencouraging and we need to do more to make use of thisenergy. One thing we have done is to test how muchenergy there is, through the ‘Chief’s Challenge’ – theinvitation to everybody in the Agency to identify ways wecan increase our competitiveness by trimming our price tag.

We have had around 250 suggestions, some we are not beable to do anything with because they are Departmental ornational policy which we are not able to influence, andothers we had in fact already looked at. But there are manynew and bold suggestions and we are working throughthem – I have kept my promise to read every single one. But the level and quality of the response confirms for me that what ‘You Said’ is true – people do want to be more involved.

‘MOD Your Say’ – What happens next?

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The two things which you said most, however, were:n Tell us what is happening andn What is being done to market the Agency?That is what ‘You Said’ most , so that is where we have

done most. It’s clear that, through all the change that istaking place around us, we do not have the full picture andthere are many decisions yet to be made, mostly outsidethe Agency. But the sorts of things that we have done tomake sure people know what is happening include:-n Continuing to publish Talk Through and Flashlight,

even though we have come under pressure to cut ourin-house publications. We presented the case to thecentre that both Talk Through and Flashlight – asseparate publications, with printed copies for the manypeople without ready access to computers – are anessential part of telling people what’s happening. Theargument worked: they are both still here.

n We have really stretched out to involve and consulttrades unions and staff associations, both so that theycan represent their members effectively and so thatthey too are in a position to tell people what’shappening. We have held open briefings, on the basisof ‘Ask anything you like and we will tell you’, and havealso done something very important which we havenever done before, which is to invite the DefencePolice Federation and a trade union representative toattend Agency Management Board meetings – not assilent observers, but to participate in and contribute tothe debate and take away all the papers to share withtheir executive bodies.

n I hope, too, that people will have noticed the approachwe are taking to the Core Brief. We published a CoreBrief in late June which set out to capture everything –and I mean everything – that we then knew about the

state of play on the new Government’s agenda as itrelates to us, and all the other developments thataffect people, whether they come from inside oroutside the Agency.

About every three weeks we then publish an update,capturing what has happened since, but also with the‘Frequently asked Questions’ that come up to us via focusgroups, in emails or even occasionally as rumours. We willcontinue to communicate in this style for the foreseeablefuture, at least until all the changes are known and in place.

The other big thing which ‘You Say’ is around marketingthe Agency, looking for business and raising our profile.Key things we are doing here, or have done, are:-n Achieving the MGS National Security Inspectorate gold

standard. As Flashlight has already made plain, this isa huge achievement for the MGS. It could be seen asthe culmination of 18 years’ work since its foundation,and could not be better timed, to demonstrate that theMGS has met national industry standards at the toplevel.

n Needless to say, I am also particularly active at present,making sure that the MOD top brass know who we are,what we do and what we bring to the party.

n On the MDP side, although these are lean times forfunding all round, we have in recent months securednew funded posts in Northern Ireland, in CriticalNational Infrastructure Protection, and extended acurrent tasking in the north of Scotland.

n There has also been a funded uplift in Afghanistan,where the profile of our officers is so high that theyhave already been met in person by outgoing PrimeMinister, Gordon Brown and incoming Secretary ofState for Defence, Dr Liam Fox.

The MGS has been give high praise forits achievement in attaining theNational Security Industry Gold

Accreditation and articles have appearedon our achievement in the followingpublications:Defence People, MOD Oracle, Ex MilitaryTrucks & BLOGMINSTER The inside viewfrom Westminster. The MGS is rightlyproud of its achievement.

NSI GoldBLOGMINSTER


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First SIA Course Heldat HMNB Portsmouth

Like most establishments around the country, with therestrictions in place, HM NB Portsmouth has had difficultyin sending officers away to attend courses and with SIA

in particular.

The Naval base is currently 17 officers under manned and it is acredit to our workforce that we are still able to maintain atleast 95% of our tasks. We are mindful of our obligation toachieve mandatory training for our staff with the emphasis onSIA training.

Under a local initiative and with the invaluable assistance ofthe HMNB and our RTO Derena Akers, SIA training has beenundertaken at the Naval Base. This has been a great successand with the assistance of the Roster Manager, Ann Philp, we

have been able to get a large amount of officers from this sitethrough the SIA course. The benefits have been many.Officers do not have to travel to Wethersfield on a residentialcourse thereby removing travel and related costs. Attendancecan be arranged at short notice if required because thetraining is on site. With the training being offered at theworkplace officers return home at night and with some whohave family obligations this has been a big plus.

Another benefit highlighted is that officers from neighbouringArea 6 in Gosport can also take part with the same saving ontravel costs.

Once again, my sincere thanks to those people who made itpossible and to the officers who attended making it a success.

By Pete Meyer, Area Manager Area 5 Region 4

Des Sullivan, CSO5, Director’s CommendationDes Sullivan, CSO5, joined the MGS on

1st August 2005 and was assigned to thesmall five man team at Amport House onthe 26th January 2007. As an MGS officer,Des is a very experienced and diligentofficer, with a consistently positive andproactive approach. In the early hours of the morning of 15 June 2010, whilst on dutyat the Armed Forces’ Chaplaincy Centre,Amport House, Des Sullivan, discovered aperson who was dangerously ill and in needof help. He quickly and correctly assessedthat the person was suffering from a heartattack. Des Sullivan, who had recently re-qualified in First Aid, immediately dialed999 for the Ambulance Service, whileconcurrently informing the Chaplain of theFleet, and AFCC Directing Staff on theserious nature of this incident.Unfortunately, even with the timely andexpert actions of Des Sullivan his efforts were in vain assadly the person died later that morning. Throughout thisincident Des Sullivan acted with both calmness andcomplete professionalism. He not only dealt with a verydifficult and challenging situation with a dangerously sickperson, but was also able singlehandedly to control andmanage this incident, ensuring that at all times those whoneeded to be kept informed were informed. There is nodoubt that Des Sullivan applied his First Aid skills andknowledge to the very best effect and that the sick personwas cared for to the very best of his ability. Despite the very

sad and regrettableoutcome of thisincident, Des Sullivanapplied a clear mindand swift action tothis demanding situation. Although thisevent has had a profound effect on Des he has continued tocarry out his duties diligently and to the highest standardrequired of his profession. He is a credit to the MGS and forhis exceptional actions on the day he is awarded thisDirector General’s Commendation.


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For the last couple of months I have taken an interest in theTraining world. Vic Christopher, as my mentor, has beenbrilliant explaining and encouraging me to give my viewsand perspective on many aspects within Learning andDevelopment, and allowing me to participate on many tasks.

The first Managers Follow Up event which is the final part ofthe MGS Managers Programme (outlined in the JulyFlashlight) was upon us and being facilitated at Region 5Foxhill. Guess what? The RTO was going to be on leave. Herewas my chance to achieve recognition, putting my D Bandpassport to use. But how was I ever going to live up to thecelebrated Vic Christopher MBE!

I liaised with Sarah Cook, L&D Manager and Sam Collins,Organisational Support Officer for all the requirements forthe big day. I spoke with the Managers who were attending,asking for a few sentences of feedback on the Managerscourse, positive or negative, allowing me to gain a view ofhow they had perceived it.

The day had arrived, and after a restless night worrying thatthere may be a mishap with equipment, I arrived at work.The MGS HQ team arrived and we set up and discussed whatwas expected of us as observers.

At 09:00 the Managers arrived, a warm welcome andintroductions were made. Six Managers attended, KathrynMalough, Simon Ruddick, Jason Pearey, Tony Anscombe, WillEgerton and Martin Surman. Each Manager was to give apower point presentation on their chosen project. Asobservers we had observation sheets to help us providefeedback to the Managers. This also helped us highlight what

effective competency indicators were demonstrated. Eachpresentation was followed by 20 minutes of questions fromobservers and a feedback session to which everyonecontributed to.The presentations started with our illustrious leader Kathryn,and her topic was Communication, a classic example was ofwhen things go wrong at all levels, even at the centre of theUS government the White House! Kathryn was followed byWill whose presentation covered setting up a newestablishment and producing an Aide Memoir, Jasondelivered his presentation on Continuation Training, thistopic caught my attention with my new found interest intraining. Tony’s subject was about the new Alternative RosterTrial, which I understood a fair amount from taking minutesfor the project Manager. After lunch Simon spoke ofTwinning, which is an exciting concept of building a largerMGS family. Last but by no means least was Martin, hisproject was the CSO4 review.During breaks I set to networking with the managers to findout what they really thought! Responses, reactions andacknowledgement I received were unexpected. I could notbelieve that all had enjoyed it. Here are just some of thecomments received: “What a relaxing atmosphere”, “My firstever time of giving a power point presentation, everyoneinvolved was helpful”. The overall perspective that I receivedfrom all participants was how much they had enjoyed theday, the feedback given was taken on board so they couldtake things forward.All you Managers that are next, don’t worry, go along andenjoy the experience.

Managers Follow up Event29th July 2010 Marie Harding, Admin Assistance R5 Area 1b

Back row: Jason Pearey, Marc Shreeve, Will Egerton, Tony Anscombe, Martin Surman, Trevor McKinnonFront Row: Sarah Cook, Simon Ruddick, Kathryn Malough, Marie Harding


beard, and my nephew Kane who both ran with meon my first day, I am the one in the middle. I raised£278.90 on my first day and will be hoping to raisemuch more as I have collection tins in severallocations including some at work. I have had afeature on the BBC website for Stoke &Staffordshire and would like tothank you in anticipation ofany donation you feel youcan make for this veryworthwhile charity.

My name is Paul Irving and I am a CSO5 at DTE Swynnerton inRegion 3. I began my challenge of running 5 miles a day for 100days on Sunday 1st August 2010, the challenge is called "give me 5for 500" which is in aid of Help for Heroes I have a website fordonations which is www.bmycharity.com/paulsgiveme5for500and I can be contacted on either 07773933217 or at work on94486 8437.

I wanted to do something to help thetroops and thought of this idea to run5 miles a day for 100 days as I wanted itto be challenging whilst still leaving thetime to do other things, primarily go towork! I contacted Help for Heroes localarea co-coordinator, Kathy Munsloe, andshe has been helping me with thepaperwork. We ran a market stall on the 4Sept with the help of both the local Army &Air cadets the poster was designed topromote my event locally.

In the photograph are the town mayor and hiswife, from Stone Staffordshire, Mr & Mrs Rob &Bev Kenney, my twin brother Martin, with the

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My name is Colin Jackson, I’m 35 and married toNicki with a 5yr old daughter Ellie. I am a CSO5 officerwith the MGS, based at RAF Welford.

In April I’m running the Virgin London Marathon forHelp for Heroes. At the moment I’m sticking to a stricttraining plan and its working, as I have lost 2 stoneand hopefully a lot more before race day!

The charity H4H means a lot to me as I have servedin the infantry in the British army and have first handexperience of being in a warring conflict and thedamage it causes. As individuals we are powerless toprevent war and we feel helpless that we are unableto stop our men and women from being killed andwounded. By joining together as Help for Heroes, weare doing something practical to help; we are doingour bit.

I am hoping to raise as much money as possible.Your support would be appreciated. If interested insponsoring me please visit my Charity Site.www.bmycharity.com/colinjackson

Colin JacksonRaising Money forHelp for Heroes

Give Me 5 for 500

Paul Irving Runs for H4H


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“HELP FOR HEROES” ANGLING MATCHREGION 4 AREA 3

On Monday 20th September 2010, anAngling match took place at “Greenridge Farm Fisheries” Romsey in aid of“Help the Heroes”.

LCpl Nobby Noble came up with theidea as he had lost a few colleagues inAfghanistan and wanted to dosomething to help.

LCpl Noble approached Ray Iddles,CSO4, with the idea and soon had TerryWilkinson, CSO4, and SSgt Kev Williamson board. The event took almost 10months in the planning stages, with KevWilliams e-mailing and telephoningfirms for donations, Ray Iddles- venue,raffle tickets, letters, signs, advertisingetc: Nobby Noble, prizes, stores,competitors & programmes. Alsoregistering with the Charity. TerryWilkinson helped Nobby out and cameup with ideas of how everything shouldrun.

Eventually everything was in place andthe day of the event arrived; a nice earlystart for some at 0530hrs to set up all thetentage, signs etc. By 0630hrs everythingwas ready and we waited for the firstcompetitors. At 0730hrs the first arrived,followed very quickly by more competitors.The draw for pegs was completed andeveryone trampled to their fishingplatforms, the event started at 1030hrsprompt and it wasn’t long before the firstfish were brought to the net.

The day was going well and thinkingback, what was the problem?

Fish continued to be caughtthroughout the day and by 1530hrs theend of the match, there were some verytired anglers. The weigh in producedsome credible weights with five over the100lb mark. The eventual winner was MrMark Richardson with 151lb 1oz.

24 Anglers from all walks of life, somewith no forces background but allwanting to contribute towards a veryworthwhile cause. They got together and produced a very successful day.

A total of £1351.51 was raised.

A big thank you must go to allCompetitors, all the firms who donatedthe raffle prizes and last but not least theowner of Green Ridge Farm Fisheries , MrMick Kenny, with out his help the eventwould not have taken place.

By Ray Iddles, CSO4


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By Mike Mundy, CSO3

John Mc Connell BEM, (CSO5) returnedto Northern Ireland to attend the firstReunion of the 6th Battalion the UlsterDefence Regiment. John served withthe Battalion before transferring to 1st Battalion the Worstershire andSherwood Foresters Regiment where heserved in the colours for 24 years andreached the rank of Warrant Officer.John helped to organise the raffle andauction.

At the end of a very successful Reunionhe was presented with a cheque for£805 for the Help for Heroes. On hisreturn to the UK the next day hepresented the cheque to the Help forHeroes Office Manager Zoe Cooper andalso present was one of the heroes L/CplJonathon Galloudec who was woundedin Iraq in 2007 ( He is featured on page23 of the Hero Inside Book in support ofHelp for Heroes).

The 6th Battalion Ulster DefenceRegiment lost forty-two soldiers duringtheir thirty – eight years involved on OP Banner.

On the 31st July 2007 Operation Banner came to an end,ending 38 years of military support to the Civil Powers inNorthern Ireland.

The 6th Battalion Ulster Defence Regiment was awarded theConspicuous Gallantry Cross (CGC) by HM the Queen in Belfastat the Regiment’s final parade. It is the first time the medal,second in precedence only to the Victoria Cross, has beenawarded to a military unit rather than to an individualmember of the armed forces. John also visited the grave of hisfootball idol Manchester United and Northern Irelandfootballer George Best.

John returns to Ulster for the6th Battalion Ulster DefenceRegiment Rockwood Reunion

Reunion CommitteeLeft to right: Pte William Harron, Pte Richard Black, Pte George Love, Cpl MalcolmStanford (Chairman) who is presenting the cheque to John Mc Connell BEM for £805,Cpl Trevor Loughlin, L/Cpl Mc Mullan and Cpl Jim Loughlin MID

John Mc Connell BEM presenting cheque for £805 to ZoeCooper Office Manager Help for Heroes in Tidworth Hampshire. John Mc Connell BEM at George Best’s Grave in Belfast Cemetery


The�MDPGA�Contact�Officer�network�is�underpinned�byrecognition�that�when�people�feel�they�have�been�harassed,bullied�or�otherwise�treated�unfairly�at�work;�it�can�be�usefulfor�them�to�be�able�to�talk�to�someone�about�this�who�canhelp�them�consider�what�they�want�to�do.

For�many,�their�Line�Manager�is�the�most�obvious�choice�oralternatively,�a�colleague.�However,�some�people�will�preferto�talk�to�someone�who�is�not�in�their�immediate�work�team.The�Contact�Officer�network�bridges�this�gap�by�makingavailable�people�from�within�the�organisation�but�who�arenot�necessarily�in�the�same�work�area,�to�individuals�whowant�someone�to�talk�to�about�issues�they�are�facing.

The�aim�of�the�Contact�Officer�network�is�to�provide�a�confidential�and�informal�avenue�to�enable�any�memberof�the�MDPGA�who�believes�they�have�been�harassed,discriminated�against,�victimised,�bullied�at�work�or�treatedunfairly�or�who�have�been�accused�of�any�such�behaviour,�to�talk�through�what�has�happened�and�decide�what,�ifanything,�they�wish�to�do�about�it.

There�are�Contact�Officers�throughout�the�country,�all�ofwhom�have�received�specialist�training�to�enable�them�tocarry�out�the�role,�which�is�a�secondary�duty.�All�MDPGAstaff�are�entitled�to�use�their�services.�Contact�Officers�canprovide�a�service�to�clients�by�telephone�or�face�to�face�anda�member�of�staff�may�approach�any�Contact�Officer�in�thenetwork�for�support.

There�are�two�specialist�Contact�Officers�who�have�specificexperience�in�dealing�with�Race�or�LGB�(Lesbian,�Gay�andBisexual)�issues.�Details�of�these�officers�can�be�found�on�the�DEU�Intranet�pages.

Contact�Officers�do�not�disclose�the�names�of�clients�ordetails�of�cases�to�anyone�in�the�organisation�unless�this�isthe�explicit�wish�of�the�client.�They�do�though,�providestatistical�details�of�the�number�of�cases�they�have�handledand�the�amount�of�time�they�have�spent,�to�the�Diversityand�Equality�Unit�(DEU)�which�has�responsibility�fororganising�and�managing�the�network.

There�are�currently�37�Contact�Officers�spread�throughoutthe�Agency�all�of�whom�are�available�to�you.�Details�ofcurrent�Contact�Officers�are�at�Annex�A�to�this�Notice.

The�DEU�can�be�contacted�on�01371�854503�(Milnet�94667-4503).

MDPGA ContactOfficers Network

Autumn�2010

Policy UpdateFlashlight Issue�37

How To Guides

Enclosed�within�this�edition�are�the�second�in�a�series�of�guides�intended�to�provide�members�of�staff�with�aquick�and�simple�point�of�reference�on�matters�theydeal�with�on�a�regular�basis.�The�purpose�behind�theguides�is:

u To�provide�simple�advice�to�managers,�supervisorsand�guards�on�HR�issues�

u To�direct�users�to�where�policy�and�rules�can�befound�

u To�ensure�that�staff�without�IT�access�are�aware�of�HRpolicies�and�procedures�

u To�optimise�use�of�HRMS�and�provide�help�to�thosewho�don't�have�access�to�it�

u To�give�our�customers�and�others�using�the�MGSsome�assurance�on�the�standards�we�work�to�and�toknow�where�to�seek�redress�if�we�fall�below�thosestandards�

u To�remind�guarding�teams�of�standards�andprocedures�(eg�the�use�of�notebooks;�dailyoccurrence�books;�recording�breaks;handover/takeover�best�practice)

The�first�batch�of�guides�covers�the�following�issues:

u HRMS�Basicsu Dealing�with�Complaints�and�Grievancesu Accessing�Training�via�the�Defence�Learning�Portalu Adding�training�to�HRMS�Personal�Training�and

Development�PlansThe�guides,�though�directed�at�MGS�personnel,�dealwith�issues�that�have�a�relevance�to�people�workingacross�the�Agency.�

We�would�welcome�your�feedback�on�the�usefulness�of�the�guides�(good�or�bad).��You�may�provide�thisindependently�direct�to�HQ�or�through�your�RegionalTraining�Officer.�

By Trevor McKinnon B2 MGS Conduct Discipline + Change

Flashlight-37 update_Flashlight1 08/10/2010 16:30 Page 1

Policy Update

Organisational AimTo�encourage�an�environment�where�high�quality�service

delivery�and�continuous�improvement�is�considered�part�ofnormal�activity�within�the�MOD�Guard�Service

IntentionTo�embed�a�culture�of�high�quality�service�and�continuous

improvement�throughout�the�MOD�Guard�Service�in�orderto�improve�the�effectiveness�and�efficiency�of�theorganisation�to�ensure�its�continued�utility�within�theMinistry�of�Defence

Objectivesu Affirm�core�values�and�thereby�establish�common�purpose

and�joint�aspiration�

u Assist�the�CE�MDPGA�in�speaking�with�a�single�coherentvoice�on�behalf�of�the�Agency’s�component�serviceproviders�thereby�increasing�influence�within�the�MoD

u Ensure�all�personnel�are�aware�of�their�role�andresponsibilities

u Embed�a�culture�of�continuous�improvement�in�the�MGS�tomaintain�and�improve�efficiency

u Develop�partnering�arrangements�with�customers�to�ensureshared�objectives�and�encourage�joint�problem�solving�

u Demonstrate�best�value�for�money�while�maintaining�a�highquality�service�thereby�encouraging�customers�towards�theMGS�as�the�provider�of�choice

u Explain�organisational�change�objectives�and�expectedoutcomes�to�the�workforce

u Ensure�NSI�Gold�standards�are�maintained�demonstratingprofessionalism

u Facilitate�specified�Regional�or�Area�events�around�thetheme�of�continuous�improvement�to�encourage�ideas�andto�help�those�areas�develop�their�plans�and�processes

u Create�an�environment�where�personal�and�professionaldevelopment�is�encouraged�and�supported

u Create�a�partnership�for�change�with�trade�unionsestablishing�common�aims�for�continuous�improvement

u Encourage�broader�development�for�individuals�enhancingtheir�value�to�the�Ministry�of�Defence

CULTURAL CHANGE WITHINTHE MOD GUARD SERVICE

Activitiesu Review�and�agree�MGS�core�values

u Maintain�quality�output�through�effective�audit�and�aculture�of�efficiency

u Critically�review�management�processes�to�ensure�they�donot�inhibit�effective�delivery

u Set�up�ad�hoc�teams�with�Subject�Matter�Experts�fromacross�the�MGS�to�look�at�specific�issues�thereby�breakingdown�Regional�barriers

u Develop�regional�customer�MGS�forums�to�encouragecommon�understanding�and�establish�common�objectives

u Ensure�a�mind�set�towards�collaborative�working.��The�MGSMB�leads�the�way�on�this.��Manager�and�Supervisor�trainingprogrammes�also�encourage�the�development�of�broadernetworks.�The�MGS�mentoring�scheme�will�encouragesimilar�interaction�at�all�levels

u Encourage�attitudes�towards�flexible�working�across�sites

u Encourage�increased�and�improved�co-operation�betweenmanagers�and�trade�unions�at�all�levels

u Develop�a�collective�agreement�on�MGS�personnel�policyand�procedures�while�remaining�within�the�non-industrialcivil�service�construct

u Develop�practical�guidance�on�collaborative�working

u Encourage�inputs�from�MGS�personnel�through�the�blogand�other�means.�Ad�hoc�teams�meet�to�consider�proposalsand�provide�a�full�response�within�a�reasonable�timescale.�

u Ensure�that�contributions�by�individuals�are�recognised�andrewarded.

u Develop�training�programmes�for�managers�and�supervisorsto�improve�communication�and�decision�making�skills�usingHYDRA�learning�tool

u Implement�the�2010�Have�Your�Say�Action�Plan�for�the�MGS.Use�the�plan�as�a�platform�for�further�improvement


Cre

atin

g an

d A

men

ding

Per

sona

l S

kills

Pro

file

s on

H

RM

S

If yo

u ha

ve a

ny q

uerie

s or

qu

estio

ns re

latin

g to

Per

sona

l S

kills

Pro

files

that

can

not b

e an

swer

ed b

y yo

ur li

ne

man

agem

ent,

plea

se c

onta

ct th

e P

eopl

e P

ay &

Pen

sion

s A

genc

y S

ervi

ce C

entre

on:

Mil:

933

45 7

772

Civ

: 080

0 34

5 77

72

Or e

mai

l at:

peop

lese

rvic

es@

pppa

.mod

.uk

Am

end

a Pe

rson

al

Ski

lls P

rofi

le

(if

you

have

pre

viou

sly

com

plet

ed

one)

Step

1: C

lick

on ‘E

mpl

oyee

Sel

f S

ervi

ce’.

Step

2: C

lick

on ‘T

rain

ing

& D

evel

opm

ent’.

Step

3: C

lick

on ‘P

erso

nal S

kills

Pro

file’

.

This

pag

e w

ill n

ow d

ispl

ay y

our p

revi

ous

eval

uatio

n th

at s

houl

d ha

ve b

een

appr

oved

by

your

Lin

e M

anag

er.

Step

4 (a

): If

you

wis

h to

cre

ate

a co

mpl

etel

y ne

w e

valu

atio

n fro

m s

crat

ch (i

.e.

if yo

u ha

ve m

oved

job

and

the

Line

Man

ager

ha

s cr

eate

d a

new

pos

t ski

lls p

rofil

e fo

r you

) cl

ick

‘Cre

ate

New

Eva

luat

ion’

.

Step

4 (b

): If

you

wis

h to

am

end

your

ex

istin

g pr

ofile

(i.e

. If y

our c

ompe

tenc

es

have

not

cha

nged

but

you

feel

you

hav

e ch

ange

d pr

ofic

ienc

y le

vel o

r if y

ou w

ant t

o ad

d ad

ditio

nal c

ompe

tenc

es) c

lick

‘Cre

ate

New

Eva

luat

ion

(Fro

m C

urre

nt)’.

Step

5: Y

ou c

an n

ow e

nter

you

r pro

ficie

ncy

leve

ls, s

ave

and

subm

it, a

s pe

r Ste

ps 4

11

over

leaf

.

How

To

Gui

de

Flashlight-37 Guides_Layout 1 08/10/2010 16:17 Page 1

Create a Personal

Skills P

rofile (if you have never com

pleted one before)

The post skills profile must have been

created by your Line Manager before

you create your personal skills profile.

Step 1: Click on ‘Em

ployee Self Service’.

Step 2: Click on ‘Training &

D

evelopment’.

Step 3: Click on ‘Personal S

kills Profile’.

Step 4: The required competences and

level of post proficiency will then be

displayed and you will be able to

record what you believe your level of

proficiency is against them using a drop

down m

enu. Proficiency Levels:

tD

evelopment N

eed

tI A

wareness

tII Practitioner

tIII Expert

If you want to view

the competency

information click ‘D

etails’ link next to the relevant com

petence.

Step 9: Now

enter your proficiency level and year last used (if applicable).

Step 10: Click ‘Save’ then ‘O

K’.

If you wish, you can enter com

ments for

your Line Manager regarding w

hat you have subm

itted.

You can also now add m

ore com

petences if you neglected to record them

previously (by follow

ing steps 610).

Step 11: Once you are happy w

ith your profile, click ‘Subm

it’ then ‘OK

’.

Your evaluation is now subm

itted to your Line M

anager for approval.

Step 5: Select your proficiency level & year last

used (if applicable) for all the competences

listed.

Step 6: If you want to evaluate yourself against

additional competences (that are not in your

post skills profile) click ‘Add Com

petences’.

Step 7: Search for the competence by entering

the keyword (E.G

’Core C

ompetences’) in the

description box or select it from the drop dow

n list and click ‘Search’.

Step 8: Select the appropriate competence(s)

from the list by checking the relevant box(es).

Then click ‘Add’.


How

To

Gui

de

Sche

me

HM

Que

en’s

Birt

hday

and

New

Ye

ar H

onou

rs A

nd A

war

ds

Aim

Th

e aw

ard

of h

onou

rs b

y H

er

Maj

esty

The

Que

en re

cogn

ises

ex

cept

iona

l ach

ieve

men

t or

mer

itorio

us s

ervi

ce o

ver a

nd

abov

e th

at w

hich

mig

ht b

e ex

pect

ed o

f ind

ivid

uals

in th

eir

daily

act

iviti

es. I

t is

a vi

sibl

e sy

mbo

l of r

ecog

nitio

n to

bot

h re

cipi

ents

and

the

wid

er

com

mun

ity th

at th

eir e

fforts

hav

e be

en p

rope

rly a

ppre

ciat

ed.

Type

of

Aw

ard

Vario

us.

Aut

horit

y C

ivili

an H

onou

rs p

roce

dure

–

MO

D F

orm

408

.

Sche

me

Impe

rial S

ervi

ce M

edal

Aim

Th

e aw

ard

of th

e IS

M

reco

gnis

es m

erito

rious

ser

vice

fo

r at l

east

25

year

s an

d is

aw

arde

d on

the

indi

vidu

al’s

de

partu

re. I

t is

awar

ded

to B

and

E an

d eq

uiva

lent

non

indu

stria

l st

aff a

nd in

dust

rial s

taff.

Ap

plic

atio

ns fo

r the

ISM

sho

uld

be m

ade

by th

e Li

ne M

anag

er in

ad

vanc

e of

the

depa

rture

dat

e.

Type

of

Aw

ard

Med

al p

rese

nted

on

beha

lf of

H

M T

he Q

ueen

. A

utho

rity

Polic

y, R

ules

and

Gui

danc

e –

Impe

rial S

ervi

ce M

edal

.

How

To

Gui

de

Usi

ngR

ewar

d&

Rec

ogni

tion

Sch

emes

If yo

u ha

ve a

ny q

uerie

s or

ques

tions

rela

ting

to a

ny re

war

dor

reco

gniti

on s

chem

es y

oush

ould

spe

ak to

you

r lin

eM

anag

emen

t.Y

ou c

an a

lso

visi

t the

PP

PA

Peo

ple

Ser

vice

s fo

r inf

orm

atio

non

the

Impe

rial S

ervi

ce M

edal

and

Civ

ilian

Hon

ours

pro

cedu

rean

d th

e D

efen

ce In

trane

t for

info

rmat

ion

on G

EM

S.


Rew

ard & R

ecognition schem

es

Scheme

Special Bonus S

cheme (SBS)

Aim

The purpose of the SBS is to rew

ard oneoff exceptional

performance by an individual or

by a team for a specific task or

personal academic achievem

ent w

hich enhances their value to the M

OD

. There is no specific funding and paym

ents are limited

to up to 0.4% of the overall pay

bill. Up to 0.2%

can be used to fund individual aw

ards. The funding for team

awards is

treated separately and up to a further 0.2%

of the pay bill can be used for team

awards.

Recom

mendations for S

BS should clearly state w

hether they are to be considered under the individual or team

award schem

e so that it is clear w

hich area of funding any S

pecial Bonus

should be attributed to. Managers

should ensure that they have read the Policy, R

ules and G

uidance before completing an

award recom

mendation.

Type of A

ward

Cash Paym

ent.

Authority

Recom

mended by line m

anagers and approved at B

2 level and above.

Scheme

Minor A

wards Schem

e (MA

S)

Aim

The M

AS allows m

anagers to rew

ard their staff quickly, either individually or as a team

, with

gifts, entertainment or vouchers

that are available from a range

of outlets. Vouchers are

obtained using the Governm

ent Procurem

ent Card (G

PC

).

Type of A

ward

Gifts (in kind), not cash.

Authority

Recom

mended by line

managers and approved at B

2 level and above.

Scheme

GE

MS

Aim

G

EM

S rewards and recognises

innovative ideas that improve the

organisation, managem

ent or delivery of service by the M

OD

and A

rmed Forces.

Type of A

ward

No upper lim

it. The value is related to the benefit of the idea.

Authority

The Defence Ideas Schem

e.

Scheme

Thank You Letters

Aim

The sim

ple and most direct form

of recognition.

Type of A

ward

On headed notepaper and

signed by a senior manager.

Scheme

MG

S H

oP Com

mendation

Scheme

Aim

The aim

is to ensure that exceptional effort by M

GS

personnel, individually or collectively, is recognised by top level m

anagement and m

ade publicly know

n to colleagues. The com

mendation is not

intended to recognise long service. A

formal announcem

ent of the aw

ard will be m

ade on the M

DPG

A Intranet and in

Flashlight. Type of A

ward

Framed C

ertificate of C

omm

endation presented by H

oP usually at a form

al cerem

ony. A

uthority R

ecomm

ended by line managers

and endorsed at B2 level for

approval by HoP.


How

To

Gui

de

How

To

Gui

de

PP

PA S

ervi

ces

By

Emai

l

For H

R, P

aym

ents

and

Pen

sion

ser

vice

s

peop

lese

rvic

es@

pppa

.mod

.uk

paym

ents

@pp

pa.m

od.u

k pe

nsio

ns@

pppa

.mod

.uk

For t

he O

ccup

atio

nal W

elfa

re S

ervi

ce

(OW

S)

wel

fare

@pp

pa.m

od.u

k

By

Post

For P

aym

ents

and

HR

enq

uirie

s

Peop

le, P

ay a

nd P

ensi

ons

Age

ncy

PO B

ox 9

9 BA

TH

BA1

5AB

For P

ensi

ons,

IT H

elpd

esk

(DIA

DEM

and

AS

TAR

)

Peop

le, P

ay a

nd P

ensi

ons

Age

ncy

PO B

ox 3

8 C

head

le H

ulm

e C

HES

HIR

E SK

8 7N

U

For t

he O

ccup

atio

nal W

elfa

re s

ervi

ce

Peop

le, P

ay a

nd P

ensi

ons

Age

ncy

Bloc

k J,

Fox

hill

BATH

BA

1 5A

B


PP

PA People S

ervices

Link to the People Services site:

https://knowledge.chris.r.m

il.uk/PPPA/

index?page=intranet

tTo search for som

ething in particular enter the details in the Search box and click ’Search’.

t

If you do not know w

hat to search for you can use the links on the left hand side of the page.

t

Current ‘H

ot Topics’ are displayed on the hom

e page and usually provide links to things like ‘View

Job Opportunities’,

‘60 Second Digest’, ‘P

aper Clips

Magazine’ and ‘O

nline Pay S

tatement’.

t

From the hom

e page you can also see w

hat popular questions have been asked and the answ

ers provided under ‘M

ost Popular Questions’.

t

You can also view ‘U

seful Links’ from

the home page w

hich provides quick access to H

RM

S, PR

Gs (P

olicy, Rules

& Guidance), Form

s etc.

If you cannot find an answer to your

question either on the People Services site

or from the relevant P

RG

then you should contact the P

PPA. You can do this via post, em

ail or phone.

By Phone

For HR

, Paym

ents & Pension services

(08:00—17:00, M

ondayFriday)

93345 7772 (Mil)

0800 345 7772 (STD)

+44 1225 829572 (Overseas)

People Service Centre M

enu Options

1: Pay & S

hort Term D

etached Duty

2: Recruitm

ent 3: H

RM

S Passw

ord Resets, P

osition M

anagement C

hanges & Accessing

Personal Information

4: Conduct &

Behaviour, Equality &

Diversity

& Harassm

ent & Bullying

5: Absence including Annual Leave,

Sickness & M

aternity 6: P

ensions including TUPE transfers

7: Leaving the Departm

ent & Exit S

ervices 8: R

elocations 9: O

ther Personnel Issues

0: Hear O

ptions Again

For Occupational W

elfare Service (O

WS)

(08:30 – 16:30, Monday to Friday)

93345 7047 (Mil)

0800 345 7047 (STD)

+44 1225 882424 (Overseas)


How

To

Gui

de

Cre

atin

g an

d A

men

ding

Pos

t S

kills

Pro

file

s on

H

RM

S

If yo

u ha

ve a

ny q

uerie

s or

qu

estio

ns re

latin

g to

Pos

t Ski

lls

Pro

files

that

can

not b

e an

swer

ed

by y

our l

ine

man

agem

ent,

plea

se c

onta

ct th

e P

eopl

e P

ay &

P

ensi

ons

Age

ncy

Ser

vice

Cen

tre

on:

Mil:

933

45 7

772

Civ

: 080

0 34

5 77

72

Or e

mai

l at:

peop

lese

rvic

es@

pppa

.mod

.uk

Step

1: C

lick

on ‘M

anag

er S

elf S

ervi

ce’.

Step

2: C

lick

on ‘T

rain

ing

& D

evel

opm

ent’.

Step

3: C

lick

on ‘P

ost S

kills

Pro

file’

.

Step

4: E

nter

the

rele

vant

pos

ition

num

ber

in th

e po

sitio

n nu

mbe

r fie

ld a

nd c

lick

‘Sea

rch’

. The

sta

ff m

embe

rs P

ost S

kills

Pr

ofile

sho

uld

now

app

ear.

Step

5: A

dd a

new

row

/reco

rd b

y cl

icki

ng

the

plus

but

ton.

Step

6: Y

ou c

an n

ow a

dd o

r del

ete

any

com

pete

nces

, am

end

the

prof

icie

ncy

leve

ls

and

save

as

per S

teps

7—

12 o

verle

af.

Am

end

Post

Ski

lls P

rofi

le


Step 1: Click on ‘M

anager Self

Service’.

Step 2: Click on ‘Training &

D

evelopment.

Step 3: Click on ‘Post S

kills Profile’.

Step 4: If you are creating a Post Skills Profile for the first tim

e click on ‘Add N

ew V

alue’.

Step 5: Click the spyglass to look up

the position number. A

list of posts that report to you should now

be displayed.

Step 6: Click the relevant position

number for the profile you w

ant to create and click ‘Add’ then ‘G

et Skills

from Jobcode’.

The competences that are

applicable to the Jobcode will now

be displayed. C

lick ‘View all’ to

ensure all competences are listed.

Here you can add or delete

competences (core or functional) if

you think something is no longer

relevant or if something needs to be

added.

Create a Post S

kills P

rofile Step 7: To delete a com

petence select it from

the list and click delete.

Step 8: To add a com

petence click the ‘Fram

ework’

spyglass and select the com

petence type from the list. E.G

‘GS’

MO

D G

uard Service.

Step 9: Select the competence you w

ant to add and click the ‘add’ button

If you want m

ore detailed information

on the Com

petences just click on the ‘D

etails’ Hyperlink.

Step 10: Click the ‘Set R

equired Level’ tab and select the level of proficiency for the com

petences listed by using the drop down

boxes under ’Rating’.

Proficiency Levels:

t

Developm

ent Need

t

I A

wareness

t

II Practitioner t

III Expert

Step 11: Select the essential competences

for the post by checking the boxes next to the relevant com

petences (You must have

between 1 & 6 essential com

petences—

core or Functional).

There is an option to assign accom

plishments to the post but

essential accomplishm

ents can only be added if they are a legal and/or

mandatory pre

requisite of taking up the post.

Step 12: Click ‘Save and then ‘O

k’.

Delete

Add


Autumn�2010

All handlers,

It�may�seem�to�some�of�you�that�we�are�treading�water�at�themoment,�what�with�restrictions�on�overtime,�T�&S,�recruitingand�training.�I�would�like�to�reassure�you�that�this�is�not�thecase.��We�have�gone�through�some�considerable�changes�overthe�last�18�months�or�so,�and�as�sections�only�focus�on�theirown�problems�and�areas�of�responsibility,�we�would�like�toexpand�on�some�of�the�changes.

First,�we�have�changed�the�licensing�format�(with�a�tweak�in�Jan�10)�so�that�now�the�standard�of�handling�andunderpinning�knowledge�from�all�handlers�has�increaseddramatically.�This�is�not�just�us�saying�this,�(please�see�theresponse�from�John�Bills�(CSO1)�Senior�Operations�Manager�to�a�question�on�“administration�of�dog�sections”�dated9/08/10�on�the�MGS�blog).�In�addition�handler’s�awareness�of�their�responsibilities�under�card�“C”�rules�of�engagementhas�also�increased.

Second,�the�quality�of�new�dogs�coming�from�the�DAC�hasincreased�with�a�lot�of�fine�looking,�young�millatry�workingdogs�actually�coming�to�MGS�handlers!�This�is�due�to�theexcellent�relationship�we�have�built�up�with�the�staff�and�ChiefInstructor�(CI)�at�the�DAC�with�an�understanding�that�if�wedon’t�like�the�millatry�working�dogs�on�offer�we�can�reject�it.�A�massive�leap�forward�I�am�sure�you�will�agree.�

Third,�following�on�from�the�work�started�by�our�colleaguesin�VSIT,�and�which�we�have�carried�forward,�there�are�very�fewsections�that�now�have�below�standard,�non-compliantkennels,�and�the�few�that�do�are�in�the�process�of�replacingthem�with�JSP�315�Scale�14�compliant�ones.�This�is�a�hugebenefit�to�themillatry�working�dogs�and�handlers�alike�whohave�for�years�had�to�make�do.

Fourth,�most�sections�now�have�a�dedicated�dog�vehicle,some�of�the�larger�sections�have�two,�this�was�oncesomething�to�be�only�dreamt�of,�now�a�reality�for�most.�Thesevehicles�are�of�great�use�and�allow�sections�to�be�flexible�andversatile�in�the�performance�of�their�duties.

Fifth,�the�profile�of�sections�and�handlers�has�been�raisedconsiderably,�and�dog�related�issues�are�now�given�theattention�they�deserve.�The�MGS�dog�welfare�policy�has�been�introduced.�Handlers�have�been�given�exemption�with�regard�to�overtime�for�dog�welfare�and�to�claim�TOIL�if�they�have�to�attend�for�licensing�during�their�annualinspection/assessment.��The�inadequacy�of�handlers’�uniformhas�been�highlighted�and�a�new�high�leg�boot�introduced.

We�feel�these�are�positive�steps�forward�but�there�is�still�a�lot�to�do.��Amongst�the�things�we�would�like�to�see�in�thefuture�is�for�the�Practical�Training�Assistants�(PTA)�course�to�be�made�mandatory�and�have�proposed�the�same�to�the�MGSmanagement�board.�We�would�like�to�re-introduce�the�use�of�blank�firing�pistols�during�man�work�sessions;�once�againthis�is�being�looked�at�and�we�would�like�a�full�review�on�theuniform�of�handlers�and�the�suitability�of�some�of�the�kit.��Wewould�like�some�extra�training�for�all�handlers�delivered�by�theDAC�in�the�form�of�refresher�training�or�one�off�training�whennew�methods�or�changes�are�introduced.��We�would�like�dogsections�to�be�independent�of�gate�sections�to�allow�them�tocarry�out�their�full�range�of�duties�and�we�would�like�the�re-introduction�of�the�MGS�dog�trials.

Please�rest�assured�that�we�are�continually�pushing�forchange�and�improvement�within�the�confines�and�restrictionscurrently�placed�upon�us.�We�cannot�always�get�what�wewant,�but�if�you�stop�and�think�of�the�changes�that�have�takenplace�over�the�last�18�months�or�so,�you�must�agree�that�wehave�come�a�long�way�from�the�days�of�poor�kennels,�olddogs,�poor�equipment,�and�the�feeling�of�being�isolated,�outof�touch�and�unimportant.�If�that’s�not�improvement�I�don’tknow�what�is.

DOG SECTIONFlashlight-37 update_Flashlight1 08/10/2010 16:30 Page 3

Autumn�2010Policy Update

The�MOD�Guard�Service�is�a�uniformed�body�with�particular�responsibility�for�the�unarmed�guarding�

and�security�of�the�MOD�estate.

OUR ROLE

To�provide�the�MOD�and�its�Agencies�with�a�quality�guarding�service�which�is�professional,�alert�and�well�trained;�that�maintains�the�highest�standards�of�efficiency,�integrity�and�trust;�is�well�informed�on�the�threat�and�is�capable�

of�integration�into�the�mix�of�guarding�forces�at�MOD�establishments.

OUR VALUES

As�members�of�the�MOD�Guard�Service�we�must�constantly�strive�to�act�in�a�courteous,�patient�and�calm�manner�withoutfear�or�favour�whilst�at�all�times�upholding�the�Rule�of�Law.�In

serving�the�MOD�and�its�Agencies�we�will�monitor�and�measureour�performance�against�defined�standards.�We�will�positivelyrespond�to�constructive�criticism,�remain�flexible,�adaptable�

and�willing�to�accept�necessary�change�and�provide�value�for�money.


11

Andrew writes: Stevie is presently aCSO5 based at Edinburgh Castlehaving moved there in February 2009he was originally based at HQ 2 Divwhere he was a Dog handler andmoved with some of his colleagues toEdinburgh Castle after therequirement for Dogs at 2 Div ceased.Stevie has been with the TA for some14 years and deployed to Afghanistanin February 2010. He is presentlytraining the Afghan Police in variousskills, see Stevie’s comments below.He has been married to Linda for 2years and has 3 step daughters and 3daughters from his previous marriage,so Stevie is well used to pressure!Amy, his 17 year old step daughter,lives at home. Both Amy and Lindamiss Stevie although they don’t missthe snoring. Even the neighbours havecommented on how quiet it is at nightnow! They appreciate all the hardwork he has put into his deployment,but they do miss calling him Buddha,although on his return they are notsure what to call him, as the heat hasmanaged to get him down to 12 stone.We won’t say what the Buddha wasbefore his deployment, but theirfingers are crossed that he may havestopped snoring! Steven writes: Over here in Afghanistanwe teach the Afghanistan recruits of

Afghanistan National Police everythingfrom handcuffing, baton training, theftand murder investigations, evidencehandling as well as vehicle and personsearching. I teach them tactics, fire

manoeuvre, Op Barma drills, vehiclesmounted and dismounted drills to rifle(AK47) pkm; we even teach them firstaid drills evacuation drills and more.

Steven Barker, CSO5 In Afghanistan

Rear (Lto R): PC Clint Ball, PC Mike Dewhurst, Cpl Steve Barker, Inspr Jane Underwoodand PC Mark Ralph; Front: PC Chris Pearn, PC Jason Allsopp and PS Nick Barr.

By Andrew Hutchison & Steven Barker

"we even teach them first aid drills"

Message from the EditorThe Editor takes it for grantedthat any material received hasbeen cleared through therelevant management chain and also that no informationreceived is classified orcommercial in confidence.Deadline for the next issue ofFlashlight is 22nd November2010. All articles must be inelectronic format and all pictures

must be in jpeg format in the highest possible resolution, notembedded within the article.

Please send entries to Mrs Annita McKay, Editor Flashlight, Rm 107 Bldg 1070, MGS HQ, MDPGA, Wethersfield, Braintree,Essex, CM7 4AZ, or email me on MDP-HQ MGS CUST AND RESFOCUS MNGR, or [email protected].

The Flashlight Coordinators for the Regions are as follows:

Region 1: Area1 - Faslane

Jo Carr BT: 01436 674321 Faslane ext 4001Mil: 93255 4001

Area 3 – Coulport/Glen DouglasMags Williamson BT: 01436 674321 Coulport ext 5694

Mil: 93254 5694Area 4 – Glasgow, Edinburgh and rest of Region 1

Marjorie Wilson BT: 0141 224 3538 Mil: 94561 3538& Linda Gilmour

Region 2: John Biggerstaff 01904 662664 Mil: 94777 2664Region 3: Adele Sheppard, 01743 262604 Mil 94461 2604Region 4: Lil McGarrity, 01303 222082 Mil 94281 2582Region 5: Shona Stewart, [email protected]

Mil 94331 2305/3602London: Miss Mel Cole 0207218333 Mil 9621 83333

Flashlight-37 sept10_Flashlight1 11/10/2010 08:58 Page 11

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Where were you born?I was born in one of the remotevillage of ILAM District in Nepal.This village is situated in the mosteastern part of Nepal.

Tell us about Your family?My parents and oldest sister havepassed away already. Two sistersand two brothers live in the villagewhere I was born. I have beenhappily married to Mrs Januki for31 years. We have never had anytrouble in our relationship eventhough we had an arrangedmarriage. We have got three lovelydaughters and one son; They are allgrown up. My second daughter hasbeen married to a Gurkha soldierfor ten years and we have got twovery lovely grandsons.

Where did you Spend your Last holiday?I spent it in Nepal but that was notmy holiday that was compassionateleave to see my Mum because shewas very ill at that time. Most of myleave was spent in the Hospitallooking after her. Eventually shepassed away and I will never beable to see her again in this planet.

Where would You like to Travel in future?Hong Kong because I would like tosee the places again where I hadplayed for six years when I was inthe Army. I love Chinese Sea foods.

What is your favourite book?I hate reading any book because if Iread anything for a long time I feelsick. I have had this bad impressionsince I had to do the two majorcarrier courses in the MILAN Systemduring the Army. During thosecourses I had to prepare threelessons a day to teach about the

MILAN System, Battle Procedure,Soviet Tactics and world’s TankReconnaissance. At that time I hadto read pamphlets word by word,sentence by sentence to learnthem by heart due to languagebarrier and technical words to bepronounced during the lesson.Therefore I normally don’t read anybook but sometimes I readgeography books to be able toknow about various countries inthe world. Especially abouteconomics, traditions, people, floraand fauna.

Do you have a favourite quote or saying?Certainly I have got something tosay to MOD, with honour, that I verymuch appreciate them foremploying me as a MGS Guard. Thisis a big help for me and it will neverbe forgotten in my life. I am reallypleased for it and enjoying it verymuch.

When you get the chance, how do youlike to spend your free time?

I spend a couple of hours doingphysical exercises, some hours forgardening and most of the time,watching television, especiallysports. I love watching, ladies’tennis, boxing and football buthate to watch rugby and cricket

During your career, what would youconsider as the most interesting job, and why?

I enjoyed very much my time in theArmy but my most interesting jobwas Security Officer in the CruiseShip because I had anextraordinary opportunity to seearound the world. I have visitedmost of the world including

Caribbean’sIslands, Bahamas Islands, Alaskaand Hawaii. Home ports were inMiami, California, Boston. Mostly I enjoyed the brilliant foods,working with 150 different people,viewing lovely sea creatures andtalking with lovely ladies. I had anabsolutely fantastic time. I workedwith Norwegian Cruise line from2000 to2005 as a Security Officerafter retiring from the Army

If your house was on fire and you couldsave one thing, what would it be?

That would be my Rolex watchbecause I love this watch very muchand I normally do not wear it, inorder to prevent from damagingand getting old. I always keep it inthe secret place and I wear it sometime in special occasions.

If you could invite two personalities todinner, one male and one female(dead/alive, real or fictitious) who wouldyou invite and why?

They would be the Prime MinisterD. Cameron and Joanna Lumleybecause if the Prime Minister hadcome at my invitation, I would askhim why the British Governmenthas not been listening andconsidering about the Gurkhasissues regarding the equal pensionwhich has been recognised in theparliament for a decade?

Getting to know youContinuing our regular look at individual MGS team members

NAME: Gajendra Bahadur Magar

JOB TITLE CSO5/E2

LOCATION (MGS) MDPGA HQ Wethersfield


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“If Joanna Lumleyhad come at myinvitation I wouldgive her a big thankwith the big Honour ”

Back in 1992 I took up a post of CivilianWatch keeper at 11(ATT) Instow inDevon after moving house fromHertfordshire. I wore a grey suit then and worked a shift pattern of 7consecutive shifts. If you were rosteredon at the week-ends you could actuallyearn £132 per week. With theformation of the MGS we weresuddenly given a smarter uniform, senton a foundation course at Winchesterand became non-industrial civilservants. My pay almost doubled and I was very happy with my lot. One day I decided that I was too youngto retire here in Devon and as thechance of promotion was very slim, theCSO4 posts usually went to moresenior staff in those days, I applied for apost with the CGSU (G) in Germany in1998 as an armed CSO5. I got throughthe initial interviews at Wilton and afew weeks later went out toRheindahlen for final suitabilityinterviews and fire-arm training andtesting. I was selected and 6 monthslater I found myself moving house totake up post. The CGSU (G) being anarmed organisation paid a £60 permonth arming allowance, COLA andLondon RRA. I lived in a 2 bedroomhouse in Monchengladbach rent andservices free, purchased a new carevery year and everything I boughtwas tax free. I enjoyed my 4 yearsthere making good friends and gainingexperience. On my return to the UK in 2002 I wassuccessful in gaining a post as CSO4 at BRNC Dartmouth. Again this was a very enjoyable post working at theRN College. When on shift I stayed in the “chiefs’ mess” and took my rest days at home. I got a taste foradvancement and 10 months latersucceed in my application for CSO3Group Manager of the UKHO/11(ATT)Group. I was interviewed by John Billsso it’s all his fault.

A few yearslater theimmortalMark Gosling retired as Area Managerand I applied for the vacant C2 post atExeter. Again I was interviewed byJohn (I did warn you) and waspromoted and took up post in 2006.After 18 months the economic climatetook a down turn and it was costingme £250 a month just to go to work soI voluntarily reverted and once againtook up the vacant post of CSO3 at11(ATT)/UKHO Group in 2008. Itravelled daily the 60 miles from Instowto Taunton in the Group managers’ carand in February 2009 the inevitablehappened. A lunatic driver collidedwith me and 4 others on the M5 in thesnow. I got shunted in to a 44ton truckand this resulted in a broken pelvis,broken Femur, cuts and bruises so Iwas off work for 6 months. I returnedwith a stick just in time for PR09 andwhat with that, reduction of CSO4’s atUKHO, shortage of staff and endlessaudits I have been a little busy.I will miss all my colleagues and it hasbeen interesting and challengingbeing a part of this organisation. I didthink about working on (for about 10seconds) but it’s time to go and leave itto the young thrusters in the MGS.I’m on leave from September 2nd untilmy last day October 6th 2010. I will bere-building my Garden Railway (bigboy’s toy) and I am going to tourEuropean Battlefields of WWII, a hobbyI took up whilst in Germany.Thanks for agreat timeand all thebest toeveryone.

My illustrious career

If Joanna Lumley had come at myinvitation I would give her a bigthank with the big Honour for herhard work over the Gurkhas’campaign. If she had not fought forus, we would not have beenallowed to come here to live yet.

Suppose I gave you £100,000 to spendon whatever you wanted what wouldyou buy?

I would buy a nice detached housebecause I would like to have ownmy house as soon as possible. I donot want to waste my moneypaying rent.

What talent would you like to have?To be a powerful politician, becausein current situation, my nativecountry has desperate need of areal politician, who wants tosacrifice for the country and for thedesperate people, in order to leadthe country and restore ademocracy Government.

What do you most enjoy about your job?My work place is as a focal pointwhere everybody passes throughwhether to work or off work.Visitors, deliveries and also thepeople for social journey therefore Iam being able to speak and laughwith them every day whilst I am onduty, which energises me forworking pleasurably. Most of thesenior officers are extremelyfriendly and fabulous.

By Dave Lickman CSO3 Group Manager


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It was one of those pinch yourselfmoments; was I really sat here, 35,000feet up in a Virgin Atlantic 747, on routeto JFK International Airport in New York?But how did this all come about?

In late 2009, I was persuaded to lookinto becoming an adult volunteer for ourlocal scout troop, the 1st Westbury ScoutGroup in Wiltshire. The scout movementis having a major resurgence of interestwith numbers increasing monthly. Butthey need adult volunteers to help makeit work, without them those youngsterswishing to join have to stay on thewaiting lists.

After just a few weeks involvement, Iwas asked if I would like to become a‘uniformed’ leader and so, after somestraight forward formality, I was invested.I, like a lot of my generation, had been a‘Boy Scout’ back in my teens and canremember, with amazing clarity, thegreat enjoyment I have had in scouting;even representing the London District atthe 1963 World Scout Jamboree inGreece back in the days before colour!The present day Scout Movement is amodern, forward thinking organisationthat maintains a vibrant and balancedprogramme of training, activities, eventsand, above all else, adventure! Thesedays it includes girls as well as boys, butthroughout it holds dear to the ideals setout by its founder, Lord Baden-Powell.

1st Westbury Scouts do things thetraditional way. On camp there are nomobile phones, (except leaders for safety),no iPods’, no TV or radio no electricaldevices at all. We cook over wood fires,lit and maintained by the scoutsthemselves, (no calor gas for us!). It’s

surprising how many ways there are toburn a sausage!! The scouts also do asmuch as they can for the communitythey live in.

It was early 2008 that the 1st WestburyScouts decided they would go toWestbury Long Island, New York to takepart in the Boy Scouts of America (BSA)100 years celebration. And so therestarted months and months of fundraising. The mission, “UK Westbury 2Westbury USA”, raised a staggering totalof £20,000 by hard work and endeavourby the scouts themselves. Theexpedition was to last 10 days; wouldconsist of 14 young people with agesfrom 8 – 15 and 5 adult leaders to act asmum, dad and scout leaders. For manythis was to be their first flight in anaircraft and also their first time abroad;along with tearful departure,homesickness and general travelsickness, this had all the makings of areally ‘interesting’ time ..................... butfortunately, there was no bad incidentsof this kind and only ‘minor missing of

UK WESTBURY 2 WESTBURY USAReflections of a Scout Expedition to America

By David J Smith CSO5


mums’ by one or two that was quicklydispelled with the prospect of the nextadventure activity!

On arrival at JFK we had before us avery full itinerary of visits and activities,but it was the heat and humidity thatreally hit us, and it would be a majorconsideration in all that we planned todo; by way of describing what it was like;the temperature during the night-timein NY was about the same as a really hotday in UK!

After collecting our two rentalminibuses, loading all and everything onboard, we headed off to our bookedmotel to spend our first night stateside.

Let me explain that ‘head counting’ wasan essential procedure that was carriedout whenever we stopped, moved, goton something or off it again, went up ordown, in or out of anything andeverything; most days it was carried outover 100 times. Imagine the situation ifwe had to tell a parent that their littlescout son or daughter was somewherein the ‘Big Apple’ having been left behinddue them getting lost ................... notgood!!!!

The next day, (after a typical allAmerican breakfast AND having to takeone scout to the hospital due to him head-butting the ‘fender’ of one of the minibuses.............. I’m sure they do it just forattention!), we were taken by our hosts;Troop 233 Westbury BSA, to a variety ofevents that had been put on especiallyfor us.

First up was the local mounted policeunit on Eisenhower Park where theyshowed us around their stables and thenput on a display; then it was off to visitthe US Postal Service where somestamps had been commissionedespecially for our visit; then it was theturn of the Westbury Fire Departmentand a chance to sit on their huge firetrucks; next it was the Mayors Office andChambers and finally a hot andexhausting walk around Westbury itself.

Later that evening we made ‘camp’ atSchiff Scout Reservation, Wading River,Long Island. This is a BSA owned, 440acre wooded wilderness site that wasexcellent for our kind of needs. Vastopen spaces with natural forest, goodtracks, 30 acre lake and plenty offacilities such as fishing, archery,shooting, trekking and for getting lost in.There was also the Rangers Trading Postwhere ICE CREAM could be bought!After sorting ourselves and the campsite

out, we went to bed, (or rather just laid ontop of our sleeping bags as it was far toohot to get inside them), and slept.

The next day started 2-3 days of visitsand events. We went to the formerhome of President ‘Teddy’ Roosevelt atSagemore Hill and were treated ashonoured guests, (Teddy Roosevelt was adriving force in American Scouts), theyarranged for their re-enactment ‘RoughRiders’ to meet us, (all looking like JohnWayne in ‘She Wore a Yellow Ribbon’), andPresident Roosevelt himself in the guiseof a re-enactor who played the partperfectly, by far one of the highlights ofthe trip. We very quickly got into theAmerican way of eating, and noopportunity was missed to have someform of fast-food with the usual gallon ofcoke!! To say we were well looked afterwould be a gross understatement; fromBBQ’s at some ones home to a fullfunction celebration dinner in ourhonour, we were truly made to fillwelcome and special.

We visited New York City on two days,travelling there each time by train fromRonkonkoma LIRR to Penn Station, NY,(Ronkonkoma is Algongum Indian forFishing Place).

New York is amazing! Just awesome!!Living ourselves in what is a typicalEnglish rural town, we were dwarfed andstaggered by the size of the skyscraperswhich appear not to have any limits andyet down at ground level, in the daylight,

there is much to fault. But this is NewYork and it is a city that never sleeps andis vibrant in all that it does. We of coursedid EVERYTHING that you are supposedto do and see when visiting NY. We usedthe sub-way to get to different parts ofthe city but mainly we walked ... andwalked .... and walked and I think we justabout saw EVERYTHING. Seeing theview from the top of the Empire StateBuilding is a must, but book well inadvance to save queuing for hours; thesame goes for the Statue of Liberty, wetook the harbour ferry tour which thescouts thought was ‘wicked’ !!

Much to all the leader’s amazementand surprise, we didn’t lose one scout inNew York, even if by the end of thesecond day we may have wished wecould have done! (joke honest!).

Back at the Reservation we hosted a‘Camp Fire’ evening for some of theAmerican scouts who had helped us onour trip; managing to teach them somegood old UK Scouting silly camp firesongs with actions ...... they loved them!The evening was rounded off with a BBQand pledges to keep these newfriendships alive, (mainly by Facebookand the Web no doubt!).

The next day we broke camp, packedpersonal kit and the scout kit, (we hadbrought tents, cooking equipment andother camp kit with us from UK) loaded

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Continued over ...


16

up the minibuses and, in the words ofthe trail boss, Gil Favor in ‘Raw Hide’ we,“rounded them up and moved them onout”, but in this case, to JFK Airport.

A good flight to Heathrow; onto ourown minibuses and down the M3 toWiltshire; surprise homecomingwelcome from mums, dads, family andfriends; tears and hugs all round, lasthead count - yes all present and HOME.

Impressions:America was the one country I had

never been to and the one I reallywanted to visit, and so for me this was a‘trip of a lifetime’.

I found the American people friendly,helpful, polite and interesting. I cansee why it is known as the land ofopportunities for those willing to ‘go-for-it’.

Speaking a form of English, (sorry!), itmakes shopping and getting about somuch more pleasurable. I had a lovelysituation in a store where the youngfemale sales assistant asked me to repeat what I had said as, “you speak so English!”.

Driving a left-handed, 12 seat hugeminibus in New York and on theHighway was nerve racking but such an experience. I will never moan aboutBritish motorways or drivers ever again........................ well, not until next monthanyway!

Eating massive cheese burgers witheverything on with one hand whileholding a huge carton of coke with theother was fabulous, as was eating out inNY; particularly at Frankie’s Pizzeria inLittle Italy or Ben’s Sandwich Bar, (howdo they get so much food between twopieces of bread?), memorable.

Would I go back? .............................. My bags are already packed!

Post-Script:Scouting today is a modern

organisation that holds true to itsoriginal traditions. Scouts are taught tofollow the ‘Scout Promise and Law’,something we could all reflect on. It isnot an old fashion organisation but onethat believes in encouraging youngstersto have fun, to learn and to developsocial and individual skills to help makethem better members of the community.

And you can play a part. We all havesomething to give that would benefitscouts, scouting and yourself. Therewards for you will be amazing. Justmake contact with your local group, theywill welcome you with open arms andwho knows, it may be YOU sat on a flightto some far off adventure.

David Smith CSO5 ArmyOfficer Selection BoardLeighton HouseWestbury, Wiltshire


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Snowy the P.A.Tdog stands stead-fast and proud atthe main gate JSU LichfieldBy Paul Evans Group Manager

Joint Support Unit Lichfield

Here at DMS (Defence Medical Services) JSU Lichfield,

Whittington Barracks, the MGS prides itself on

providing a first class un-armed guarding service. The

Dog Section, under normal operational circumstances

has 3 P.A.T dogs; however the strength at the time this

photo was taken was 2, so the handler had to

improvise and bring out Snowy, the coolest patrol dog

the Agency has.

Snowy’s handler, Brian Perks, is on duty with him at

the main gate to the site; as you can see Snowy is very

keen and always remains frozen to the spot, he is

100% obedient, and will never flinch under any

circumstances. Snowy was very excited because he saw

a picture of his previous handler CSO5 Chilly in the last

edition of Flashlight issue 36 page 6. Snowy is now

taking a well earned break with his creator Mr Dawes

CSO5 in Iceland.

Mr Paul Evans MGS Manager, JSU Lichfield

Colleague Retires after 42 years in Uniform

Royston James Wood commonly known asChippie retires in December after acombined service of 42 year in both theMilitary and Civil Service. Chippies careerbegan in 1966 when he enlisted into theGloucestershire Regiment having served 22years. His service took him too manydestinations such as Berlin, Italy, Belize,Cyprus and Northern Ireland; it was duringthis tour that he met his lovely wife Rose. Chippy completed his 22 years service thenleft to pursue a career in civvy street, hesettled down in a small village called ElfordStaffordshire from there he found work in aelectronics factory. It was during 1990 hesaw the job advert for a patrol man at ThePrince Of Wales Division; WhittingtonBarracks, for which he applied and of coursewas successful, he has been with the MGSever since. Chippy is a happy go luckycharacter who will be sadly missed for hiswarped sense of humour and his veryirritating laugh, and of course the closecamaraderie he had with all his colleaguesand friends. We wish him and his family allthe very best for the future and of course toChippie himself a well earned retirement.


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Our Granda

You were a person with a wonderful smile,a unique man full of integrity, and style.Throughout all your years alive on this earth,you watched us grow from the day of our birth.

First it was alan, then aileen, then me,not the musketeers, but the terrible three.When we were tired you’d sing us to sleep,with that beautiful voice which made our mum’s weep.

As we all went through those awful hard times,you would cheer us up with your funny old rhymes.Now you have gone , there’s only one thing to say we shalllove and remember you each and every day…

“The Touch of an Angel”

Your eyes are like the silver stars thatglide above my bed,your golden locks are the ancientfleece of which i caress upon your head.

From the deepest greenest oceans to themost serene mountain high,your beauty is as infinite as theclearest, bluest skies

To witness all gods graces you are themost precious jewel to me, from now until forever inside my heartyou’ll be!

On the eve of the 2010 MDP SPO conference here atWethersfield Tony James, CSO4, was covering the 0600 – 1400day shift. As the supervisor for the site Tony had placed histeam at the required posts to complete the securityrequirement for HQMDPGA when unforeseen circumstancesreduced both his staff and that of the pass office to such a levelTony was left alone until 1800hrs when his night shiftcolleague arrived for duty.

Tony was now faced with what is now a familiar problem – “I’malone, no relief staff until 1800hrs and I’m due to complete myshift at 1400hrs. What do I do for the gapped 4hrs?”

After consulting with line management Tony volunteered tocover the shortfall until such time the night shift arrived. Inaddition to this Tony covered access and egress, including thebooking in of visitors that would normally have beencompleted by the pass office. Most in the MGS would agree thebooking in of visitors is “our” job however on this day hiscustomer base was to include all the attendees for the MDPSPO conference, VIP visitors and support staff, a little morethan the norm one would suggest, without a break or support!

On hearing about this, I spoke with Trevor McKinnon, MGS B2(CD&C) who gladly endorsed my recommendation of an awardfor Tony under the Minor Award Scheme, for the efforts and conscientious decision he took, without payment, to assist this HQ in meeting, greeting and directing customersand visitors alike.

I do not believe Tony is the only member of this organisationthat completes tasks and additional works to aid thedepartment and more people should be nominated for suchAwards or MOD Guard Service Commendation Scheme. Ibelieve Tony fully deserved the award.

Above and BeyondBy Tony Jackson Hd of G&STC

A Poems written and composed byGlenn A.Welch (CSO5)


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Published by the Ministry of Defence Guard Service, Wethersfield, Braintree, Essex CM7 4AZ. Produced by CDS Ltd, 10/10

Flashlight Issue N° 37 Autumn 2010

On the 2ND of July 2010 the MOD heldits annual Sports Day at Bath University.Aldershot Garrison sent its first evercompetitor CSO5 Chris Adams.

Chris competed in the Athleticscategory which was the long jump, highjump and 4 x 400m race. The standard ofcompetitors was high and we are

pleased to report that Chris received aSilver and Bronze Medal.

Chris also had the opportunity to teamup with other members of the MOD andparticipated in team building activities.

The weather held on the day and Chriscommented on how well the event wasorganised. A full range of activities were

held on the day which included football,rounder’s, hockey and swimming. Ofparticular interest was the gun teambuilding and tug of war.

Chris thoroughly enjoyed the eventand recommends that other MGSofficers ‘get their PE kit on’ and get outthere for next years’ event.

MGS Participation in the MOD Sports Day

MGS Team BlogMGS now has a Team Blog and you can access it by goingonto the Defence Intranet, click the Teams tab, then TeamBlogs and finally MGS Have Your Say.

On this page there is a link to the MGS HQ Mail box whereyou can have your say, ask questions of MGS HQ, makesuggestions etc.

The MGS HQ mail box is checked daily and if you haven’tgot e-mail access, please send your questions/suggestionsin hard copy to me at the address at the bottom of this article.

Questions, suggestions etc, are forwarded to the relevantsubject matter expert for a reply. Both the question andanswer are then published on the team blog.

This is still quite new but already members of the MGShave participated and had responses. Those of you whoare sceptical, give it a try and you may well be surprised.

MGS HQ Blog,c/o Annita McKay,Room 107 Building 1070,MDPGA HQ WethersfieldBraintreeEssex CM7 4AZ.

By CSO4 Ken Orchard Aldershot Garrison


flashlight issue 37 - gov.uk

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