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Officer Career Development / Future P Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

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Page 1: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

SO2 Officer Career Development / Future PlansMajor Zöe Murray AGC (RMP)

LGBT Conference22 February 2013

Page 2: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

MS Mission

To manage the careers of Army officers and soldiers in accordance with the needs of the Army in Defence in order to sustain the delivery of the required number of capable and well motivated individuals.

Page 3: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

The MS Triumvirate

Employees(our people)

Career Managers

Employer(Chain of Command -

1st & 2nd RO)

Career Management

(CM)

Page 4: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

The needs of the Army must come first; those of officers, soldiers and their families must come a close second.

But to be worthy of its pre-eminence the Army must be seen to give due consideration to the best interests and preferences of each individual officer and soldier.

MS Binding Principle

Page 5: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

• Defence Reform

• Changes in the MOD

• Changes in the DE&S

• Implications of the JFC

• Army 2020

• An integrated force of 82k Regulars and 30K Reserves

• Timing of the implementation of the new structure?

• Redundancy – the programme and the consequences

• Demand outstripping supply – rising demand for talent and experience

• Career Development – ‘Project 21’

• Changes flowing from the New Employment Model and A2020

• New Career Fields, competencies and CM processes?

• ROCC 2?

The Environment

Page 6: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

• Must continue to support current operations

• … and must deal with the consequences ... PUD

• There is uncertainty over structures, TACOS, redundancy, the future …..

• There is a rising demand for talent and experience – a concern that a small number of people spin faster

• Manpower supply is not meeting demand resulting in increasing gapping

So what?

Page 7: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

APC Response

Career Management Delivery across Defence

Army Personnel Centre

CM Secretariat& ACA&I

Other Outputs(eg FOI/DPA) Army Career Management

Page 8: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

MS Organisation

MS**

CM Policy COS APC DMS* APC Sp

MS Gens

Senior Officers

CM Ops CombatCommand Support

Combat Support

CSS AMS

MS Hons

Col CM Res

Page 9: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

Support Operations:

Timely manning of the operational establishment

Effecting specialist capabilities, particularly C-IED and those that will enable HERRICK transition

Support Army 2020 implementation including; the change of establishments and their timely manning; the development of future career structures, CM processes and education and training requirements

During the transition to Army 2020, manage the available manpower against stated Army Manning Priorities

Effect the Army’s redundancy programme and manage the consequences

Improve the assurance of CM throughout the Army

Establish a fully efficient, effective and responsive APC with sufficient resources, empowerment, agility and a culture of continuous improvement

MS’ Priorities

Page 10: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

Vital Ground

Trust in a fair, timely, responsive and accountable Career Management system

Page 11: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

Career Management Policy

The Approach

5 Work Strands – CM Policy

Project 21

Page 12: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

StreamlinedAffordable

(VfM)

Assured

Empowered

Evidenced

CM Policy ContextCM Enduring Principles

The Approach

Precedent

Considerate Objective

Shared Responsibility

Open & Transparent

Evidence Based

Merit Based

CompliantAssured

FlexibleTRUST

Page 13: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

CONOPS

Career Management Delivery across Defence

Army Personnel Centre

CM Secretariat& ACA&I

Other Outputs(eg FOI/DPA)

Career Development

Manning

Succession Planning

Promotion

Army Career Management

Page 14: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

CM Policy Work Strands

Shared Career Management

Process Improvement

Management of Information

Training & Education

Assurance

Talent Management

Page 15: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

CM Policy Work Strands

Shared Career Management

Process Improvement

Management of Information

Training & Education

Assurance

StreamlinedAffordable

(VfM)

Assured

Empowered

Evidenced

Page 16: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

CM Policy Work Strands

Shared Career Management

Process Improvement

Combined Boarding

RCMO Training

Review of Army Appraisal

Management of Information

Training & Education

Assurance

StreamlinedAffordable

(VfM)

Assured

Empowered

Evidenced

Page 17: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

CM Policy Work Strands

Shared Career Management

Process Improvement

Management of Information

Appraisal Tracking

Hierarchy of Doctrine

Training & Education

Assurance

StreamlinedAffordable

(VfM)

Assured

Empowered

Evidenced

Page 18: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

CM Policy Work Strands

Shared Career Management

Process Improvement

Management of Information

Training & Education

RCMO Training

Adjt Training

HR Training Package

Assurance

StreamlinedAffordable

(VfM)

Assured

Empowered

Evidenced

Page 19: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

CM Policy Work Strands

Shared Career Management

Process Improvement

Management of Information

Training & Education

Assurance

StreamlinedAffordable

(VfM)

Assured

Empowered

Evidenced

Page 20: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

What are we working on?

Career Management ‘Training in a box’.

Unit CM Practice, Precedent & Rules (PP&R).

Defining end-to-end CM responsibilities (Including HR Combat, MS Reps, RCMOs, Adjts, Bde G1)

AR Review 2 – Reserves, YOs ARs, Elevated Reporting

Review of current CM practices – Eg. Boarding: Can we achieve greater standardisation?

Page 21: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

Project 21

Objective:

Establish a career development framework (career structures, management and individual training & education) for Regular and Reserve personnel.

To get to the end state:

An integrated Army, comprising Regulars and Reserves employed either on a full time or part time basis, trained and educated to meet the demands of their employment through the continuous provision of the relevant knowledge, skills and experience

Page 22: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

CM (Ops) Overview

Page 23: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

Integrated Career Management

APC Restructuring integrates the Career Management of Officers and Soldiers, both Regular and Reserve

There is a central focus for delivery: CM (Ops)

MS4 (Lt Cols), MS5 (Capts and Majs), MS6 (Reserves), MS7 (Sldrs), Ops Cts, Occupational Health, Demand/Liability and Referrals/Appeals

The Career Management Divisions are now organised and aligned to the new Capability Directorates

Page 24: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

Career Management Divisions

DMS

CM Ops Combat Info

RAC Offr/SldrReg/Res

Inf Offr/SldrReg/Res

Int Corps Offr/SldrReg/Res

RSignals Offr/SldrReg/Res

AGC Offr/SldrReg/Res

CombatSupport

RA Offr/SldrReg/Res

RE Offr/SldrReg/Res

AAC Offr/SldrReg/Res

RAPTCSldr

Reg/Res

Combat ServiceSupport

RLC Offr/SldrReg/Res

REME Offr/SldrReg/Res

AMSSenior Officers

Page 25: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

Appraisal ReportsDelivered to you as Employees, Employers and Career Managers

Page 26: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

• Lifeblood of CM Process• Appraisal Process – 3 distinct stages:• SMART Objectives• MPAR – Mandatory Requirement:• Fair, honest, accurate and timely OJAR/SJAR• Over grading• Over recommending• Ensure that that report writing is joined up

• Narrative must support OPG• Narrative must support recommendation• ROs input must be coordinated

• OJARs and SJARs must arrive at APC on time• Report writing skills

AR Fundamentals

Page 27: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

• Lifeblood of CM Process• Appraisal Process – 3 distinct stages:• SMART Objectives• MPAR – Mandatory Requirement:• Fair, honest, accurate and timely OJAR/SJAR• Over grading• Over recommending• Ensure that that report writing is joined up

• Narrative must support OPG• Narrative must support recommendation• ROs input must be coordinated

• OJARs and SJARs must arrive at APC on time• Report writing skills

AR Fundamentals

Page 28: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

Objectives

Specific

Measurable

Achievable

Relevant

Timely

“Ensure that the troop has achieved a 100% pass rate on BPFA, ACFT and APWT and 90% on all other MATTs before pre BATUS leave in June….”

Is more meaningful than “Prepare for BATUS”

If/when achieved, good objectives improve the unit, or the unit’s outputs

Page 29: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

• Lifeblood of CM Process• Appraisal Process – 3 distinct stages:• SMART Objectives• MPAR – Mandatory Requirement: • Fair, honest, accurate and timely OJAR/SJAR• Over grading• Over recommending• Ensure that that report writing is joined up

• Narrative must support OPG• Narrative must support recommendation• ROs input must be coordinated

• OJARs and SJARs must arrive at APC on time• Report writing skills

AR Fundamentals

Page 30: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

Nothing more than coaching

First capped 2000

Clive Woodward; “Tackling is adequate. Go away and get lighter feet, better angles/lines of running, speed off the mark, sustained pace, kicking game and passing off left hand”

“On My Knees”, Stephen Jones, Mainstream Publishing 2004

2003

Page 31: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

MPAR

Mandatory Ideally mid-year, certainly between the 1/3 and 2/3 points (ie 4 and

8 months in a 12 month cycle) RO must have had sufficient time to make an adequate assessment Subject must have sufficient time to make improvements that are

highlighted in the MPAR If the subject falls short of the expected standards after the MPAR,

any number of additional MPARs can be conducted 1 RO should always discuss MPAR with 2 RO before delivery, in

order to ensure balance Better to avoid mentioning specific gradings at the MPAR stage, as

it limits room for manoeuvre later on RO should give a written MPAR to the subject, and retain one for

themselves for 12 months after the actual AR is delivered Date of MPAR must be recorded on AR

Page 32: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

MPARObjective

Manage and control all accounts on charge in accordance with current regulations, ensuring that they pass the LSI (May 11) and ECI (Aug 11)

Complete the CQMS course before Dec 11, gaining as high a mark as possible

As a WR platoon Sgt, ensure the best possible performance from the platoon on this year’s BATUS

Fully prepare for RMAS Instructor Cadre, which begins Feb 12

Page 33: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

Objective Subject’s Comments RO’s Comments

Manage and control all accounts on charge in accordance with current regulations, ensuring that they pass the LSI (May 11) and ECI (Aug 11)

2 x veh were out of date for Comds’ Functional Testing on the day before the ECI, but this was rectified during the night and all vehicles passed with a GREEN

Complete the CQMS course before Dec 11, gaining as high a mark as possible

B gained on the course, although with more preparation time I feel I could have done better

As a WR platoon Sgt, ensure the best possible performance from the platoon on this year’s BATUS

3 soldiers and 1 x comd were RTU from BATUS in the first week due to medical reasons, which meant we did worse than we hoped. Otherwise a good performance from the platoon

Fully prepare for RMAS Instructor Cadre, which begins Feb 12

First Aid Instr, NBC Instr and Drill course are complete, and I have bid for the football coaches course for Jan

MPAR

Page 34: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

Objective Subject’s Comments RO’s CommentsManage and control all accounts on charge in accordance with current regulations, ensuring that they pass the LSI (May 11) and ECI (Aug 11)

2 x veh were out of date for Comds’ Functional Testing on the day before the ECI, but this was rectified during the night and all vehicles passed with a GREEN

Well done on achieving GREEN, and I am impressed that you are prepared to work long hours to achieve objectives

Complete the CQMS course before Dec 11, gaining as high a mark as possible

B gained on the course, although with more preparation time I feel I could have done better

Objective met, well done

As a WR platoon Sgt, ensure the best possible performance from the platoon on this year’s BATUS

3 soldiers and 1 x comd were RTU from BATUS in the first week due to medical reasons, which meant we did worse than we hoped. Otherwise a good performance from the platoon

I am informed that 2 of these cases were known about before we went to Canada. Had I been informed, I may have been able to do something. Please try to look further ahead in the second half of the year

Fully prepare for RMAS Instructor Cadre, which begins Feb 12

First Aid Instr, NBC Instr and Drill course are complete, and I have bid for the football coaches course for Jan

Well done on bidding for the extra courses, and good luck on the cadre

MPAR

Page 35: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

Honesty

New information

Makes writing the final report much easier

Ownership

If good objectives make your organisation better, good MPARs make your people better

Effects

Page 36: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

MPAR Example (OF3 2012 E2)

Objective: Managing manpower transition for SDSR A2020 for organisation X Feedback: Room for improvement in 4 areas: (Paperwork evidence provided)

You allowed Maj X to “take over” the briefing to a wide external/internal audience in Jul 12.

During this briefing there was a specific question on xxxx. Your answer was “I don’t know what that means”

I spotted an error in the figures just before we submitted the paper, which you should have picked up earlier

You appear to have ignored the direction to adjust policy in the case of Cpl Y

Therefore your performance against this objective has raised 2 impressions: That you are happy for others to both do your work and claim your credit That your approach to areas of difficulty is to ignore them and pray that no-one asks

questions

Both impressions create needless risk for you and your profile, so please address these aspects of performance in the second half of the year

If I were writing your AR now, performance attributes would read as follows: Ambition – too often content to be in the background Professional Effectiveness – not 100% a master of detail Reliability – not completely reliable

Page 37: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

Officer’s Reaction

Shocked at how candid and detailed this MPAR is

Cannot argue with any of the points raised (evidence is all there)

Similar to my most recent ARs, and now I finally understand how I create the impression that I do

I wish I had had similar MPARs since leaving tp/pl comd

Page 38: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

• Lifeblood of CM Process• Appraisal Process – 3 distinct stages:• SMART Objectives• MPAR – Mandatory Requirement: • Fair, honest, accurate and timely OJAR/SJAR• Over grading• Over recommending• Ensure that that report writing is joined up

• Narrative must support OPG• Narrative must support recommendation• ROs input must be coordinated

• OJARs and SJARs must arrive at APC on time• Report writing skills

AR Fundamentals

Page 39: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

Grades for Performance

A Performing to the highest standard in all respects.

A- Performing above the standard expected in all respects.

B+ Performing above the standard expected in most respects.

B Performing to the standard expected in all respects.

B- Performing to the standard expected in most respects.

C Performing below the standard expected in most respects.

D Performing below the standard expected in all respects.

IK Insufficient Knowledge.NA Not Applicable.

Page 40: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

• Lifeblood of CM Process• Appraisal Process – 3 distinct stages:• SMART Objectives• MPAR – Mandatory Requirement: • Fair, honest, accurate and timely OJAR/SJAR• Over grading• Over recommending• Ensure that that report writing is joined up

• Narrative must support OPG• Narrative must support recommendation• ROs input must be coordinated

• OJARs and SJARs must arrive at APC on time• Report writing skills

AR Fundamentals

Page 41: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

OPGs

Page 42: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

AR OPGs

• Over-grading – The Facts:

Rank A- B+ B ≤B-

Brigadier 44% 54% 2% 0%

Colonel 26% 58% 16% 0%

Lieutenant Colonel 16% 57% 26% 1%

Major 9% 51% 37% 3%

Captain 6% 46% 44% 4%

Page 43: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

Promotion Flow Rate: OF3-OF6

YearOF3

(DE/LE)

OF4

(DE/LE)

OF5

(MB/Res)

OF6

(Type A/Other)

2013471

(315/156)250 (201/49) 90 (48/42) 25 (9/16)

2012477

(301/176)204 (166/38) 85 (44/41) 32 (11/21)

2011451

(304/148)184 (148/36) 57 (45/12) 22 (9/13)

2010491

(321/170)223 (184/39) 70 (48/22) 18 (9/9)

2009519

(296/223)245 (211/34) 76 (44/32) 32 (9/23)

Page 44: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

Implications

5% of Majors actually “have the legs to one-star”

Identifying the real top third is critical at every rank

Which means you also have to identify those who are not in the top third

Middle or lower third in the British Army is still a significantly high standard

OF3 - 471

OF4 – 260 (55%)

OF5 – 90 (34%)OF6 – 25 27%

Page 45: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

• Lifeblood of CM Process• Appraisal Process – 3 distinct stages:• SMART Objectives• MPAR – Mandatory Requirement: • Fair, honest, accurate and timely OJAR/SJAR• Over grading• Over recommending• Ensure that that report writing is joined up

• Narrative must support OPG• Narrative must support recommendation• ROs input must be coordinated

• OJARs and SJARs must arrive at APC on time• Report writing skills

AR Fundamentals

Page 46: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

Promotion 1Up

Page 47: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

• Lifeblood of CM Process• Appraisal Process – 3 distinct stages:• SMART Objectives• MPAR – Mandatory Requirement: • Fair, honest, accurate and timely OJAR/SJAR• Over grading• Over recommending• Ensure that that report writing is joined up

• Narrative must support OPG• Narrative must support recommendation• ROs input must be coordinated

• OJARs and SJARs must arrive at APC on time• Report writing skills

AR Fundamentals

Page 48: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

What did the 2 RO do?

I have read both the 1 RO input and Subject Officer comments and directed some changes to the initial draft

Some outstanding work on XXXX and XXXX

A less proactive approach where he did not agree with the direction of travel required by his CoC

Overall a B+, Dev, No

Page 49: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

• Lifeblood of CM Process• Appraisal Process – 3 distinct stages:• SMART Objectives• MPAR – Mandatory Requirement: • Fair, honest, accurate and timely OJAR/SJAR• Over grading• Over recommending• Ensure that that report writing is joined up

• Narrative must support OPG• Narrative must support recommendation• ROs input must be coordinated

• OJARs and SJARs must arrive at APC on time• Report writing skills

AR Fundamentals

Page 50: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

High = “Will certainly get there in time”

High = “Should promote downstream”

What does the RO really think of the subject officer/soldier?

Does the RO lack courage?

“I know he/she was not up to it, but I wanted him/her to have their day in court, and for the board to deliver the unwelcome news”

Page 51: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

• Lifeblood of CM Process• Appraisal Process – 3 distinct stages:• SMART Objectives• MPAR – Mandatory Requirement: • Fair, honest, accurate and timely OJAR/SJAR• Over grading• Over recommending• Ensure that that report writing is joined up

• Narrative must support OPG• Narrative must support recommendation• ROs input must be coordinated

• OJARs and SJARs must arrive at APC on time• Report writing skills

AR Fundamentals

Page 52: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

Spot the error… During this reporting period, Cpl xxxx has

been a xxxxxxxx Cpl, and has attended CALFEX, MRX and WHG conversion.

As a man, Cpl Xxxxx is an intense, slightly taciturn, but extremely likeable individual. He has a gravitas and air of professionalism about him which means that his peers and subordinates gravitate towards him; he responds well to this, and will spend time with junior soldiers to help them with their preparation for any aspect of work. However, he sometimes lacks a proper sense of balance between military and family responsibilities. He clearly adores his family and dotes on them; at the same time, he is totally committed to his army career. In December, the two parts of his life got out of kilter and he went AWOL. This is unacceptable for a Cpl.

Cpl xxxxx has enjoyed a good reporting period, his first in rank. The year has been dominated by H12, and for Cpl xxxxx this has involved deploying to Helmand Province as a xx Cpl with the Viking Group. He has done well in what has been a very demanding and exacting period of operations; the Viking Group has endured significant hardship and leadership from the likes of Cpl xxxx has been exactly what was required. He still has some way to go but he is certainly developing well and heading in the right direction.

Page 53: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

How to be spectacularly consistent…..

Page 54: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

• Lifeblood of CM Process• Appraisal Process – 3 distinct stages:• SMART Objectives• MPAR – Mandatory Requirement: • Fair, honest, accurate and timely OJAR/SJAR• Over grading• Over recommending• Ensure that that report writing is joined up

• Narrative must support OPG• Narrative must support recommendation• ROs input must be coordinated

• OJARs and SJARs must arrive at APC on time• Report writing skills

AR Fundamentals

Page 55: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

Late Cpls ARs – Due as at 31 Jan 12

Cpl Statistics Number Percentage

Report Not Raised 2123 13.33%

Finalised 12525 78.65%

Admin 218 1.37%

1RO 416 2.61%

2RO 103 0.65%

3RO 2 0.01%

Approver 537 3.37%

Rank Total 15924

Page 56: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

Late Majs ARs – Due as at 30 Jun 12

Page 57: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

MS Year 10 - 11 Late Reporting

0

50

100

150

200

250

WO2 -WO1

SSgt -WO2

Sgt -SSgt

Cpl - Sgt LCpl -Cpl

Pte -LCpl

As At Due Date

As At 1st Day of Board

2010-11 SJAR - Late ARsExample from one capbadge

So what: Significant improvement. Resources unsustainable.

Page 58: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

• Lifeblood of CM Process• Appraisal Process – 3 distinct stages:• SMART Objectives• MPAR – Mandatory Requirement: • Fair, honest, accurate and timely OJAR/SJAR• Over grading• Over recommending• Ensure that that report writing is joined up

• Narrative must support OPG• Narrative must support recommendation• ROs input must be coordinated

• OJARs and SJARs must arrive at APC on time• Report writing skills

AR Fundamentals

Page 59: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

History (Adjutant’s report 1988)

1RO Officer graded EXCELLENT (= top third) Very strong on manning, professional,

enjoys the confidence of the sub-unit commanders

Guided the AIMI skilfully Written work excellent; clear, brief and

inevitably to the point, displaying capacity for analytical thought, breadth of vision and imaginative and original ideas

Verbal briefings clear and articulate Well read and keenly interested in the

wider issues of his profession Robust, assertive, bright approachable,

good sense of humour Obstinate and occasionally lacks tact Much potential, strong candidate for staff

training Good potential to promote 2 ranks up (Lt

Col), both in command and on the staff

2RO Very competent staff officer I do not think he has ever had the

rapport with his CO which I would expect

Can be reluctant to accept responsibility when things go wrong

I am unsure of his ability in the field I have a suspicion that in the long term

he may prove to be a better staff officer than a field commander

Middle third of candidates for staff training

Page 60: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

MS Nuances

Could

Should

Must

Page 61: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

MS Nuances: Example 1

‘Captain Holmes sits just inside the top-third of Captains in my Brigade. She could compete for a routine Grade 2 staff post, and should then be kept in the running for a deployable sub-unit’.

Page 62: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

MS Nuances: Example 2

‘Captain Holmes is firmly in the top third of Captains in my Brigade. She should compete strongly for a demanding Grade 2 staff post, and has the ability to command an operational sub-unit.’

Page 63: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

MS Nuances: Example 3

‘Captain Holmes is one of the top 5 Captains in my Brigade. She must undertake one of the most demanding initial Grade 2 staff posts and will command an operational sub-unit.’

Page 64: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

MS Nuances

Understand what you are reading

If you choose to write in this manner, the board will definitely understand your intent

You have a moral duty to ensure that the subject’s understanding is equally clear

“could command a front-line operational logistic squadron”

=

“will command a front-line operational logistic squadron”

Page 65: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

Order of MeritHelpful:

• ‘He has been the best of 60 capts in the bde this year and by some margin.’

• ‘Top 3 of 10…’’ • ‘Middle third’

Less helpful

• ‘He currently lies just short of the top ⅓ of 45 capts within the Brigade.’

Even less helpful:

• ‘In the top ⅓ of the 4 DE capts upon whom I report.’• ‘top third of capts… placed 22 of 54’ • ‘In the top quartile of the middle third in a very strong cohort of 24’

Page 66: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

Short, pithy and unambiguous phrases

“Sgt xxxxx has had a very varied year.”

Did many different things – Olympics, Op Tour, Recruiting?

Or…..

Performance has been up and down?

“CSM xxxxx has a lot more to offer”

Could cope easily with any job as a WO1?

Or…..

Lazy b*****d?

Page 67: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

Catching attention

Page 68: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

Catching attention

Good

• ‘…highly articulate, although a touch more brevity would not go amiss.’

• ‘…has been commended by comds X and Y bdes – so he has a record of impressing men who are not easily impressed.’

Not so clever

• ‘Capt X is charming and eminently urbane but there is not a hint of the lounge lizard about him’.

• ‘He is pretty handy at netball.’

Very good

• ‘Einstein, not Eisenhower’

Page 69: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

Summary

Your part in the plan:

Reporting Officers

Setting the tone and culture for other Reporting Officers

Training Subordinates to be effective report writers

Ensure that your G1 staff meet the non-negotiable deadlines

Honest, incisive, robust, through-year process

Thankyou for the good work you do

•Objectives – make your organisation better

•MPARs – make your people better

•ARs – make the Army better

Page 70: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

“I can best explain his grading of“Outstanding” by saying that he is,in so many ways, the image of myself.”

He has had a very erotic year and this has reflected in the generalstandard of his performance.

HE IS A RESPECTED MEMBER OF THE WOs & SGTs MESS

- THIS IS A TEMPORARY LAPSE.

“I have not recommended him

for promotion because, if I did,

he might get it.”

He has performed his duties well- especially rodent control wherehe comes into contact with all ranks.

He has done well here andhas been fortunate enoughto indulge his wife.

“He has, however, been rather slow

to come to the front and expose himself.”

“He has been burdened with a Troop Leader who was dim, energetic, decisive, stubborn and consequently dangerous.”

“He has been burdened with a Troop Leader who was dim, energetic, decisive, stubborn and consequently dangerous.”

“.... He competed in a 125km charity race, which required considerable planning for each leg”

Page 71: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

MS’s Advice

“The MPAR is mandatory; it must be programmed and thought through. The truth is that most of our people probably perform to the standard

expected in every respect. Honesty and courage by reporting officers is essential.

What is important is for reporting officers to apply rigour in deciding what an individual’s

OPG will be; an OPG that accurately reflects an individual’s performance and does not come as

a surprise at the end of the year.”

Page 72: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

MS’s Concerns

MPARs not being conducted

6 year private soldiers without a single SJAR

Late reports

Grade over-inflation

Comd 16 Air Asslt Bde has reduced B+/A- and HIGH by over 20%

Inaccuracies in reports

Page 73: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

Your part in the plan

Talent management is a core (the core?) element of command

You must, at whatever level you are working:

Develop your team

Understand and personally lead all aspects of career management; others are in support

Know the rules and the requirements on you and your chain of command

Understand the role of the APC……………regular engagement with us

Be honest, accurate and timely

Manage expectation – do not abdicate responsibility to Boards

Effect PAP 10

Be realistic about gapping

Page 74: SO2 Officer Career Development / Future Plans Major Zöe Murray AGC (RMP) LGBT Conference 22 February 2013

Questions?