PERSONNEL SUPPORT BRIEF - NFF

October 2010
Director Naval Personnel Strategy
Divisional & Regimental Support Team
PERSONNEL
SUPPORT BRIEF
For all Royal Navy & Royal Marines
Personnel and their families

PERSONNEL SUPPORT BRIEF - AUTUMN 10
CONTENTS
Introduction by Vice Admiral C P R Montgomery CBE ADC – Second
Sea Lord and Commander-in-Chief Naval Home Command
Editor’s Notes
Subject Briefs:
1. JPA Update
2. Personnel Functional Standards 2010 *
3. Naval Service Recovery Pathway
4. European Health Insurance Card
5. Access to NHS Dentistry
6. The Armed Forces Covenant *
7. RN Adventurous Training
8. National Cultural Awareness within the Naval Service
9. Language Award Schemes - Update
10. Financial Education
11. Naval Families Federation (NFF)
12. Equality, Diversity and Inclusion Update
13. Service Life Insurance (SLI) *
14. Royal Navy Fitness Test*
15. Help For Those With Mortgages
16. DNPS Intelligence Cell – Making Personnel’s Views Count
17. BR3 – Naval Personnel Management*
Lessons in Life
Divisional Hot Topics
Divisional and Regimental Reference List
Divisional Regimental Support Team Contact Details
* denotes briefing to personnel is mandatory
1 PSB - Summer 10

INTRODUCTION
BY VICE ADMIRAL C P R MONTGOMERY CBE ADC – SECOND SEA
LORD AND COMMANDER-IN-CHIEF NAVAL HOME COMMAND
It is a particular pleasure to
introduce this Autumn’s edition of
the Personnel Support Brief (PSB),
the first during my time as Second
Sea Lord. I rate the PSB highly. It
is an excellent tool for helping
Divisional and Regimental leaders
in the essential job of making sure
their teams are up-to-date on the
policy developments that affect
them as people.
Having introduced a previous PSB as
Naval Secretary in the Summer of 2007,
I find that although times change
and the Naval Service is continually
improving, my message remains
constant: that our people and their
families are the Service’s crown jewels,
the capability that lies at the heart of
everything we do. Recognising this
has never been more important than
it is now, as we steer our way through
some of the most testing economic
and strategic tides of change in recent
memory. We have good reason to be
proud of our Divisional and Regimental
system, the backbone of a network of care and communication that others rightly
envy; but it cannot be taken for granted and nor should the people it supports. I am
especially keen to see how we can improve the way we reach out to our families, who
sustain us in everything that we do.
Two-way communication is one of the things that give the Divisional and Regimental
system its great strength. These briefs are aimed at keeping people in the picture,
but the other half of the equation, equally important, is feeding back through the
Divisional and Regimental Support Team in NCHQ. That way we can work together to
build the evolution of our Service for the future on as firm a basis and as broad a front
as possible.
The PSB and associated 2-6 DVD contain a summary of recent initiatives, RNTMs and
DINs and also include contact details of Naval Service subject matter experts for further
information. I hope you will make the fullest use of them and that they will prove their
worth as the pace of change continues.
2

EDITOR’S NOTES
PERSONNEL SUPPORT BRIEF
Welcome to the Autumn 2010 edition of the Personnel Support Brief (PSB) produced by
the Divisional Regimental Support Team (DRST).
The aim of this brief is deliver in a single source, the most up-to-date information on
those personnel issues that are currently prominent from both a Navy Command HQ and
individuals perspective. Please note that each edition of the PSB will contain different
subjects although occasionally continuous updates on one subject (eg JPA) do occur. We
welcome your comments on the publication though if you think we can do better, please
let us know.
The accompanying 2-6 DVD contains relevant material which is designed to support the
Divisional and Regimental system in delivering key internal messages.
As well as producing the PSB, the DRST aim to visit all units and establishments where RN
and RM personnel serve on a two-yearly cycle – this is vital to ensure the Navy Command
HQ receives feedback on personnel issues. If you have not received a visit from the team
during the past 2 years then please get in contact to arrange a visit.
A large number of hard copies of the PSB are distributed within the cover of the 2-6 DVD
and it is also available electronically on: RNCom, and Naval Families Federation on the
internet, and RNWeb (through A-Z index).
Please ensure this publication is given the wide distribution within your unit –
it must be seen by all Divisional Officers and Troop Commanders as it provides
up to date information for Divisional/Troop meetings. If you have difficulty
obtaining the PSB or insufficient copies and are unable to reproduce locally,
then let us know.
The publication deadlines for the next 3 editions of the PSB are listed below together
with the Lead Editor to whom all contributions, comment and feedback should be passed
directly:
Submission of Briefs to
the Editor
Spring 11 Summer 11 Autumn 11
9 Mar 11 8 Jun 11 9 Sep 11
PSB to printers 18 Mar 11 20 Jun 11 19 Sep 11
PSB issued Apr 11 Jul 11 Oct 11
Lead Editor FXO FXO Air FXO
Mike Dineen
Fraser Hunt
Lt Cdr RN
Lt Cdr RN
Fleet Executive Officer
Fleet Executive Officer (Air)
023 9262 8699 023 9262 8700
93832 8699 93832 8700
FLEET-DNPS PPOL DRST FXO SO2 FLEET-DNPS PPOL DRST FXO AIR SO2
3 PSB - Summer 10

BRIEF 1
JPA UPDATE
Key Points:
• New Buttons have been added on the JPA portal web page – DII(F) or non
DII(F)
• A significant proportion of incorrect JPA payments are due to errors in the
Arrivals Process. Individuals need to see their unit HR as soon as possible
after arrival to ensure their data is correct.
• There is a requirement for the JPAC EC to ask you questions relating to your
Memorable Data on JPA before they can discuss any issues with you. All
personnel need to check that their memorable data is completed.
• The facility to automatically reset passwords will be introduced by the end of
the year.
• There are some new buttons at the JPA portal page which now require you to select
DII(F) or non-DII(F) when you log on. DII(F) will continue to be rolled out across all sites
(it provides additional technical security features) so should be used if available. If you
accidentally select DII(F) when you do not have a DII(F) log on, the system will reject
you back to the log on page. Advice should be sought from the Unit IT Section as to
whether you are at a DII(F) unit or not in the first instance, this is not a JPAC Enquiry
Cell (JPAC EC) function.
• Analysis of the reasons for incorrect payments occurring on JPA highlighted that a
significant proportion happen because of errors in the Arrivals process and is usually
because the individual has not completed the arrivals paperwork or attended the UPO.
The Arrivals process relies on information supplied by the individual or already on the
JPA account. It is very important therefore that individuals see their Unit HR as soon as
possible after joining to check that all current information on JPA is correct and to give
dates of actual arrival/departure from previous unit (this is not always the same as the
latest assignment order on the system) as this information has a fundamental bearing
on the allowances entitlement and the stop/start dates of those allowances.
• If you need to contact the JPAC EC you will be asked questions relating to your
memorable data in order to verify your identity before the agent can discuss your
problem with you. For security purposes the default setting of using your National
Insurance number has been removed because this information is potentially open to
compromise. All personnel should check that they have set their memorable data on
JPA (there are currently in excess of 7000 regulars in the RN/RM who are shown as not
having done this). JPAC EC agents will advise personnel in setting memorable data if
none is present before answering queries.
• For those who have difficulty in remembering JPA Passwords, JPAC are introducing
a system of automatic password resets broadly similar to most internet sites. If you
forget your password you will be able to select a reset password button, you will be
asked for 3 characters from your memorable data. Once complete you will be able to
4

eset your password and then gain access to JPA. It is intended to introduce this by the
end of this year, but again you will not be able to use this facility unless you have set
up your memorable data.
ENDURING MESSAGES
• You should always access JPA via the Portal Page. This portal page contains a wealth
of pertinent information for all users, not just HR professionals (next time you log
on, try looking at the information available to you behind the Library button for
example).
• The importance of the accuracy of Personal Information held on JPA cannot be
overstated. Personnel are required to check their details at least annually (iaw RNTM
136/10), but should also ensure that they amend details as soon as they are aware of a
change.
Brief prepared by WO S Campbell;
FLEET DNPS PPLAN BIS POL WO1 / 93832 8766
5 PSB - Summer 10

BRIEF 2
PERSONNEL FUNCTIONAL STANDARDS 2010 (PFS (2010))
Key Points:
• PFS have undergone a major review to incorporate recent changes in
legislation, policy and the Service Personnel Command Paper.
• PFS are not a contract, but they do define some of the essential Terms and
Conditions of Service (TACOS) and set the standards which the Naval Service
is committed to deliver for all of its people wherever possible.
• They include procedures for identifying and reporting deficiencies
(“Breaches”) through the Chain of Command to 2SL for subsequent
management action or policy change.
• Personnel Functional Standards (PFS) have undergone a major review for publication
this year, reflecting changes in legislation, Tri-Service & Naval Service (NS) policies and
the Service Personnel Command Paper. PFS now inputs directly into the assessment of
the Moral Component of Operational Capability (MCofOC) for the NS. PFS apply to all
regular NS personnel and to Reserve Forces according to the level of Service commitment
that a reservist is undertaking.
• PFS 2010 support 2SL’s intent for the NS and are a mechanism that contributes to the
delivery of sufficient, capable and motivated personnel. This in turn, underpins the
Navy’s Strategic Plan and the MOD’s Service Personnel Plan.
• The Navy Board has endorsed PFS 2010, with 2SL as sponsor and responsible for
monitoring the achievement and maintenance of the standards set. PFS have been
developed, not as a contract, but as specific Terms and Conditions of Service that the
Naval Service is committed to deliver for its people within available resources. In such
challenging economic and demanding operational times, PFS will not always be met,
however it is imperative that everyone - all units, budget holders and the Chain of
Command – strive to achieve the standards laid out within PFS for the people who are at
the heart of our military capability.
• The key changes for PFS 2010 are outlined below:
• A change of assignment notice for non-squadded Junior Ratings from 5 to 3
months for shore to sea assignments, reflecting the reality of managing personnel
within the context of current and anticipated future operational tempo.
• Recognition of the Service Complaints Commissioner and revised service complaints
procedures.
• Updated to reflect the Armed Forces Act 06.
• Increased opportunity for personnel in Phase 1 and 2 and trained strength
personnel to participate in physical activity during the core working day; and that
at least 20% of unit personnel are to be provided the opportunity to participate in
Adventurous Training or Challenging Activities each year.
• A new chapter detailing the major aspects of Health Promotion.
• In order to assess how the Naval Service is meeting the PFS commitments, 2SL requires
regular, accurate, evidence-based feedback, to be aligned with the quarterly MCofOC
6

feedback already received. This is to establish a clear, objective understanding of issues
affecting the achievement of PFS so that management action or policy change can be
considered. All units have been sent the PFS Reporting Tool for the required quarterly
PFS reports back to NCHQ, the first expected by 31st October 2010. PFS Reports are to be
co-ordinated by the unit and approved through the unit command chain. Further details
of the PFS reporting requirement can be found in the PFS 2010 publication.
• PFS 2010 has been published on the RN Intranet and a limited number of hard copies
have been distributed. PFS is also incorporated into BR3 Part 5 Ch 22.
• Any queries relating to specific chapters should be directed to the Chapter sponsor
identified in PFS 2010. General queries concerning PFS and the reporting requirement
should be directed to the NCHQ leads for PFS 2010:
DII(F) - Fleet-DNPS PPOL WLB SO1 Mil: 93832 5514 BT 02392 625514
DII(F) - Fleet-DNPS PPOL CPO Mil: 93832 5516 BT 023 92 625516
Brief prepared by Cdr Fiona Fawcett RN;
Fleet-DNPS PPOL WLB SO1/ 93832 5514
7 PSB - Summer 10

BRIEF 3
NAVAL SERVICE RECOVERY PATHWAY
Key points:
• The Naval Service Recovery Pathway Policy was published in May 2010.
• The “Recovery Pathway” is designed to support an individual’s return to
effective service employment or to be supported through the transition
process from service to civilian life, if it is deemed that they are unable to
continue to serve in the Naval Service.
• The Naval Service Recovery Pathway has two main elements supporting:
seriously injured and wounded personnel; and personnel who require
management for long term absence.
• Bespoke Recovery Pathways are established, following co-ordinated case
conferences, for individuals who become assigned to Hasler Company or the
Naval Service Recovery Cells in HMNBs and NAS organisations.
• The NS Recovery Pathway Policy has been published in 2010DIN01-097 and
incorporated into BR3 Part 5 Ch 33. It provides guidance and direction on the
following 2 key elements:
• Recovery Pathway for seriously injured and wounded Naval Service personnel, who
are managed in transition back to active service or to discharge, through Hasler
Company.
• Recovery Pathway for Naval Service personnel who require long term sickness,
injury, pregnancy management, disciplinary, divisional or welfare care, who are
managed through Recovery Cells or Royal Marine Base organisations.
• The NS Recovery Pathway follows the following key principles:
• All Naval Service personnel who have sustained service limiting injuries or require
management for long term absence are to be managed through the Recovery
Pathway process.
• Assignment from parent unit to Hasler Company or the NS Recovery Cells is
to follow a formal Case Conference co-ordinated by the parent unit Executive
involving all relevant parties, such as medical, welfare, pastoral and Executive
elements as required, to establish the best Recovery pathway for the individual.
• Once assigned to Hasler Company or a Recovery Cell, the individual’s progress
with their specific Recovery Pathway will be co-ordinated and maintained and
individuals tracked by Hasler Company or Recovery Cell staffs.
• A key enabler of the Recovery Pathway is to establish appropriate temporary
employment opportunities for personnel as they work towards returning to service
employability or have to make the transition to civilian life. The NS has worked
closely with MoD to ensure that personnel on a Recovery Pathway programme
have the opportunity to gradually adapt to the working environment by taking
8

advantage of the Defence Career Partnership Recovery Placement (DCP RP) scheme
as one option for temporary employability. (2009DIN01-184 – Defence Career
Partnership Return to Work Initiative for Injured Service Personnel refers.)
• POC for the NS Recovery Pathway Policy:
Fleet-DNPS PPOL WLB SO1 - 93832 5514 (Overall policy lead for NS Recovery Pathway)
Fleet-DNPS NPT(RM) REQM SO1/SO2 - 93832 8687 (SME for Policy for Seriously Injured)
Brief prepared by Cdr Fiona Fawcett RN; Fleet-DNPS PPOL WLB SO1/
93832 5514
9 PSB - Summer 10

BRIEF 4
EUROPEAN HEALTH INSURANCE CARD (EHIC)
Key Points:
• Navy Command HQ direction is for all NS personnel to hold a valid EHIC.
• Application is free of charge.
• The EHIC is valid for 5 years and you must have it with you when travelling
abroad.
• The EHIC is not an alternative to travel insurance.
• Navy Command HQ has directed that all Naval Service personnel should apply for and
hold a valid European Health Insurance Card (EHIC). This card replaces the E111 and will
complement existing mechanisms for accessing healthcare overseas.
• Applying for the card is free of charge at the link https://www.ehic.org.uk.
• In order to apply on-line, ensure that you have your National Insurance Number (this is
also on your payslip) to hand. Non-European Economic Area nationals are required to
provide further documentation to support their application and will have to apply by
post, application forms are available at the Post Office.
• The EHIC is valid for up to five years and personnel should have their EHIC with them
when travelling abroad; remembering to check it is valid before departing.
• The requirement for Naval Service personnel to be in possession of a valid EHIC will be
included in the pre-deployment medical directive.
• Any further information regarding what the EHIC covers is available at the link. It should
be noted that the EHIC is NOT an alternative to travel insurance and it will not cover any
private medical healthcare or the cost of mountain rescue in ski resorts, repatriation to
the UK or lost or stolen property.
• Beware of websites demanding a fee for the EHIC. If you search on the internet for
‘EHIC’ you will find sites that describe themselves as ‘reviewing’ or ‘forwarding’ services,
charging around £10 to process your application. They may appear official but demand a
cash payment at the end of the application process.
Brief prepared by Cdr Julie Thain-Smith;
FLEET-MEDDIV-PERS POL SO1 / 93832 5343
10

BRIEF 5
ACCESS TO NHS DENTISTRY
Key Points:
• Primary dental care is available by the NHS through NHS Direct.
• Access is available either through www.nhsdirect.nhs.uk/ 0845 4647 (England
and Wales) or www.NHS24.com/ 08454 242424 (Scotland).
• Difficulties should be reported either through the Divisional chain or by
contacting the Naval Families Federation (www.nff.org.uk).
• There is a statutory responsibility for Primary Care Trusts in England, Health Boards in
Scotland and Wales and Health and Social Care Trusts in Northern Ireland to secure
dental services that meet local needs.
• The Naval Service is aware that there remains a perception that primary dental care is
not available by the NHS in the wider community. However, the “perception lag” in the
population is improving as NHS Direct is becoming better known.
• In England and Wales patients may access NHS Direct to find NHS dental care in their
location.
• The NHS Direct website is www.nhsdirect.nhs.uk and telephone number is 0845 4647.
Where NHS dentistry is recognised as being in limited supply, there are dental access
centres available.
• In Scotland, patients may access NHS24. The website address is www.NHS24.com and the
telephone number is 08454 242424.
• Naval Service families who continue to meet with NHS dentistry access difficulties should
report this through either the Divisional chain or by contacting the Naval Families
Federation. This will enable accurate data recording and subsequent reporting to the
Chief Dental Officer.
• The Naval Families Federation website is http://www.nff.org.uk and further information
regarding dentistry is found in the ‘Health’ section.
Brief prepared by Cdr Julie Thain-Smith;
FLEET-MEDDIV-PERS POL SO1 / 93832 5343
11 PSB - Summer 10

BRIEF 6
THE ARMED FORCES COVENANT
Key Points:
• The Armed Forces Covenant is the Government’s developing strategy for
support to Armed Forces Personnel, their Families and Veterans.
• A Covenant document is being prepared for the Prime Minister’s approval in
the autumn.
• The first completed commitment is a doubling of the Operational Allowance
for Afghanistan and Iraq, effective from 6 May 10
• The new Government declared on taking office that ‘we need to do much more to
ensure that our Armed Forces have the support they need, and that veterans and
their families are treated with the dignity that they deserve’. They made a number of
commitments to ‘work to rebuild the Military Covenant’ 1 .
• The Military Covenant is a fundamental Army concept that links the sacrifice of Service
made by soldiers to the responsibility of the Army and the Nation to ‘treat them fairly,
to value and respect them as individuals, and to sustain and reward them and their
families with appropriate terms and conditions of service’ 2 .
• The Prime Minister announced on HMS ARK ROYAL on 24 Jun that he wished the
Military Covenant to be re-written to express this obligation of Government and
Nation for the whole Armed Forces (hence the change in title). A draft document will
be presented to the Prime Minister for approval in the autumn.
• Many of the Coalition commitments will be led by other Government departments;
MOD will work with them to develop and deliver them. More detail on delivery of
these commitments will be provided as they develop.
• Commitments related to the Military Covenant include: doubling the operational
allowance, ensuring that injured personnel are treated in dedicated military wards,
changing the rules so that Service personnel only have to register once on the Service
register; exploring the potential for including Service children as part of the proposals
for a pupil premium, providing university and further education scholarships for the
children of Servicemen and women who have been killed on active duty since 1990,
providing support for ex-Service personnel to study at university and creating a new
programme, ‘Troops for Teachers’, to recruit ex-Service personnel into the teaching
profession.
• A Covenant Taskforce has been established by the Prime Minister to recommend
innovative ways in which the Government can rebuild the Military Covenant. It includes
representatives from MOD, Cabinet Office and academia and will report in the autumn.
• This work builds on the good things that came out of the Service Personnel Command
Paper and the Government intends to continue with the specific commitments and
principles that were laid down within it.
Brief prepared by Cdr Stuart Henderson; FLEET-DNPS PPOL CD SO1/93832 5522
1
HMSO, ‘The Coalition, Our Programme for Government’, p.15 http://programmeforgovernment.hmg.gov.uk/
defence/index.html
2
Army Doctrine Publication 01 ‘Land Operations’ para 0715
12

BRIEF 7
RN ADVENTUROUS TRAINING
Key Points:
• 2SL’s PFS have been amended, upgrading AT from Cat B to Cat A.
• Naval Outdoor Centre (Germany)’s (NOC(G)) Winter programme is now
available.
• Bid deadline for major expeditions taking place between Jun 11 and Jun 12 is
01 Jan 11.
• Recent amendment of 2SL’s PFS has seen AT increased in priority from a Cat B to Cat
A PFS. This means that participation in AT is now a MANDATORY REQUIREMENT
rather than a “desirable objective”. The target of 20% of Unit personnel being given
the opportunity to participate in 5 days of AT remains, with an additional goal of
30% take up of AT across the Naval Service.
• In order to achieve this, COs can direct participation in Type 2 AT either at NOC(G) or
through AT events being organised by Regional and Establishment ATIs. Participation
need not be 5 consecutive days, and short expeditions and authorised Challenging
Activities offer COs additional opportunities to meet their target. Units are also
strongly encouraged to organise Type 3 AT (Expeditions) and full information is
detailed in BRd 4024. A huge variety of Type 4 AT courses are also available through
JSAT Centres and full details are available at www.ahrc.co.uk and www.jsastc.co.uk
• NOC(G) continues to deliver outstanding AT to the NS at no cost to the individual.
Their Winter Programme is now finalised and full details, including booking
information, can be found at www.nocg.co.uk
• Changes to the application process for Major Expeditions were rolled out in early
2010 and the system is already proving a useful tool for forecasting AT activity. The
next deadline for Major Expedition bids to reach HMS Temeraire is 01 Jan 2011,
covering expeds planned for 01 Jun 11 - 01 Jun 12. A Major Expedition is generally
defined as one that crosses international borders. Minor expeds in the UK (and localto-ship
during foreign port visits) continue to be processed by Regional ATIs (North,
West, East and RM). Full details on the Major Expedition application process is at:
2010DIN01-031.
Brief prepared by Maj Kenny Craig RM, SO2 AT/ 9380 22590
13 PSB - Summer 10

BRIEF 8
NATIONAL CULTURAL AWARENESS WITHIN THE NAVAL
SERVICE
Key Points:
• The Naval Service recruits sailors, marines and officers from around the
world and consequently has members from many different national cultures.
• A guide to national cultural awareness within the Naval Service has been
produced, which includes fact sheets for the national cultures which are
most heavily represented. These provide Divisional Officers and Troop
Commanders with basic information about each nation and guidance on
dealing with members of the national culture.
• The guide, which will be updated periodically, is available on the Navy
Command Equality & Diversity Policy Team website at http://defenceintranet.
diiweb.r.mil.uk/DefenceIntranet/Library/Navy/BrowseDocumentCategories/
Personnel/EqualOpportunitiesAndDiversity/Diversity/CulturalAwareness.htm
• The Naval Service recruits sailors, marines and officers from around the world. This
means that we are living, working and fighting alongside people with different national
cultural backgrounds, whose values, beliefs and behaviour may be different to ours. This
diversity of our workforce brings us enormous operational benefits through being able
to capitalise on different experiences, knowledge and talent. However, such differences
can on occasion, and in the absence of understanding, be a cause of friction and a barrier
to the smooth functioning of the Divisional and Regimental Systems.
• A guide has been produced, aimed at Divisional Officers and Troop Commanders,
who have a vital role in recognising and appreciating the cultural differences of the
people who make up their Divisions and Troops. The guide summarises the nations
who contribute the largest number of sailors and marines to the Naval Service today.
The biggest single group, other than British nationals, are the 240 or so citizens from
St Vincent, but there are also significant numbers of Fijians, Irish, South Africans,
Trinidadians and Jamaicans currently serving. The guide provides basic reference material
for each of the countries considered, along with some common cultural points for each.
The guide is of course is no substitute for getting to know each member of your Division
or Troop as an individual, but provides background material which assists in establishing
a good relationship with and between members of a Division or Troop from a position of
knowledge.
Brief prepared by Cdr Dave Joyce;
FLEET-DNPS PPOL 1 SO1/ 93832 5520
14

BRIEF 9
LANGUAGE AWARD SCHEMES - UPDATE
Key Points:
• The aim of Language Awards is to offer a financial incentive to encourage
Service personnel to obtain and maintain military language competences
that are related to the needs of the Services. There are currently 2 awards
schemes; BLAS and DOLAS.
• Financial awards are only given on passing a MoD Language Examination
Board (MODLEB).
• Competencies must be recorded on JPA so that personnel receive their
financial award and be identified so they can use their skills for Service
reasons if required. Contact the Defence Operational Languages Support Unit
(DOLSU) to achieve this.
• BLAS - The Defence Basic Language Awards Scheme. Eligible Service personnel are
entitled to an initial award, incremental award and re-qualification award. Languages
are arranged into 3 groups according to difficulty; more difficult languages attract a
higher level of award.
Group
1 (most
demanding)
Languages Currently Assessed by DOLSU
Amharic, Arabic*, Baluchi, Chinese (Cantonese), Chinese (Mandarin),
Farsi / Dari*, Gurkhali, Hebrew, Hindi/Urdu, Kurdish, Japanese,
Korean, Pashto*, Thai
2 Albanian, Bulgarian, Czech, Finnish, Greek, Hungarian, Lithuanian,
Polish, Romanian, Russian / Ukrainian, Serbian / Croatian / Bosnian,
Slovak, Slovenian, Somali*, Swahili, Turkish, Malay / Indonesian
3 Danish, Dutch, French, German, Icelandic, Italian, Norwegian,
Portuguese (Brazilian / Metropolitan), Spanish (Castilian / Latin
American), Swedish
* These languages currently fall under the DOLAS scheme detailed below and hence attract a
significantly higher award.
• A MODLEB Examination leads to an assessment of the Service persons ability in each of
the 4 language competence areas (Listening, Speaking, Reading and Writing) and awards
Standardised Language Profile (SLP) points from 1 to 4 for each competence.
• Service personnel who can listen and speak a language very well but read and write the
language less well might score 3,3,1,1 – a total of 8 SLP points. In Russian, for example,
this would give an initial award of £864 and a requalification award of £288 after 3 years.
• Personnel who have skills in a language not listed above should still contact the DOLSU
to confirm whether an assessment is possible, and register their competence on JPA
as described below, as the list of languages which attract BLAS is subject to change.
Service language training is only given for language-essential posts; BLAS is intended to
encourage the declaration of untaught or academic language skills.
15 PSB - Summer 10

• DOLAS - The Defence Operational Language Awards Scheme. The aim of the
DOLAS is to provide a financial incentive to all ranks of the Armed Forces to declare,
develop and maintain their ability in operationally important languages in order to
support Defence missions. Operational languages currently include Arabic, Farsi, Dari,
Pashto and Somali.
• There are 4 skill levels of award; survival, functional, professional and expert. These are
calculated by how many SLP points are held in various areas. An Arabic professional (9-12
SLP points) would receive an initial award of up to £8,100. A daily payment between
£16.20 and £48.60 (depending on experience) is also available when an individual
is deployed to an appropriate operation. Service language training is only given for
language-essential posts, but individuals may volunteer for training in an operational
language to professional level for an operational linguist tour as an augmentee. Training
and employment is a 2 year commitment.
Additional Information
• Recording Language Qualifications in JPA. 2008DIN07-060 stipulates how to record
language qualifications obtained not through Service training. Essentially, complete
Annex A of the DIN and send it to DOLSU for assessment and recording on JPA.
• Further information can be obtained from the Defence Operational Languages Support
Unit (DOLSU), Jt Cap, Trenchard Lines, UpAvon, Pewsey, Wiltshire, SN9 6BE, Telephone:
01980 615358/615362, Mil: 94344 5358/5362, E-mail address: so1@dolsu.mod.uk.
References:
JSP 752 - Tri Service Regulations for Allowances. Chapter 9 Section 13 (BLAS and DOLAS).
2008DIN07-060: Armed Forces Personnel – Recording of Foreign Language Skills
Brief prepared by Cdr Dave Joyce;
FLEET-DNPS PPOL 1 SO1, 93832 5520
16

BRIEF 10
FINANCIAL EDUCATION
Key Points:
• 2SL directive that it is a Command responsibility to initiate, support and
embed financial education.
• Divisional Officers should not provide financial advice, but they are to ensure
that the educational methods available are briefed to their divisions.
• A number of educational opportunities are available for personnel to learn
about financial capability.
• 2SL directive dated 14 Jul 08 made financial education a priority for our people. As well
as being an important life skill, financial education now could save a huge amount
of divisional work and personal anguish further downstream – all of which is directly
related to the moral component of OC.
• Naval personnel are not permitted to offer financial advice. Financial Awareness Training
is a mandatory divisional briefing as all personnel should know both how to look after
their own finances and where to signpost members of their division for guidance if
required. These briefings are achieved in a number of ways:
• The White Ensign Association (WEA) provides personal advice and support.
WEA staff are specialists in personal finance and provide regular financial awareness
presentations in most RN and RM establishments. The WEA can be contacted through
www.whiteensign.co.uk.
• The WEA brief captures a large number of personnel as they go through certain training
establishments. This, albeit very valuable, cannot suffice for a person’s entire career
or for those not initially briefed, therefore The Consumer Financial Educational
Body (CFEB), previously part of the Financial Standards Authority (FSA), provides briefs
on request. For a booking form contact FXO Air (details below). CFEB have a range of
booklets called ‘Money Made Clear’ which provide facts about making the most of your
money. These guides are available from www.moneymadeclear.org.uk.
• Courses are available to help all Service personnel, and their families, in your local Royal
Navy learndirect centre. Once you have enrolled, you can access your course through
www.learndirect.co.uk wherever you have access to the internet.
• Service personnel can visit Defence E-Learning Centres (DELCs) which offer a free
course ‘Learn About Money’. This can be accessed on the internet through the Defence
Learning Portal. Find your local DELC at www.delc.co.uk.
Brief prepared by Lt Cdr Fraser Hunt;
FLEET-DNPS PPOL DRST FXO AIR SO2/ 93832 8700
17 PSB - Summer 10

BRIEF 11
NAVAL FAMILIES FEDERATION (NFF)
Key Points:
• The Naval Families Federation offers an independent voice to Royal Naval
and Royal Marines’ personnel and ALL members of their extended family.
• The NFF can provide support and guidance on day to day issues that occur as
a result of being part of a Naval Service family.
• The NFF has direct access to the Chain of Command, the MOD and the
Government. The organisation ensures that the challenges faced by Naval
Service families are acknowledged, understood and considered in the ‘purple
arena’ and when policies are reviewed.
• The Naval Families Federation was established in 2003 to give Royal Naval and Royal
Marines’ families an independent voice. We recognise that the impact of separation and
mobility on Naval Service families can present challenges not commonly experienced by
civilian populations. We are here to ensure that Service families are not disadvantaged;
we can provide assistance on issues affecting day to day life and ensure that concerns are
voiced in a constructive diplomatic manner.
• There are numerous organisations offering assistance to Naval Service families and it
can be confusing to know which one to approach. If you have an issue that you are
struggling to resolve and other organisations have not found a way forward please
contact the NFF. We really want to hear from you.
• The NFF is not a call centre, but a small team who will take on your issue with vigour.
As an independent organisation we can work both inside and outside of the system to
source answers quickly.
• The NFF is here to represent the needs and concerns of Naval Service families. We talk
directly to the Chain of Command, service providers and the Government to make them
aware of the consequences their policies and decisions make on the Naval Service family
as a whole.
• Your experiences form the basis of our discussions so please get in touch.
• Contact us for a FREE copy of our quarterly magazine HOMEPORT, and for up to date
news and information that affects you, check out our website. www.nff.org.uk
Contact Details:
NFF, Castaway House, 311 Twyford Avenue, Portsmouth, Hampshire, PO2 8RN.
Tel: 023 9265 4374 Fax: 023 9265 3862 E-mail: admin@nff.org.uk
Brief prepared by Emma Prince;
Marketing & Communications Manager, NFF.
18

BRIEF 12
EQUALITY, DIVERSITY AND INCLUSION UPDATE
Key Points:
• The Navy Command E&D Policy Team Intranet Site (DII) has been revamped
and updated
• The Equality Act 2010 replaces the existing discrimination legislation with a
single act
• The Naval Service (NS) Mediation Policy for the Resolution of Workplace
Based Disputes and Appropriate E&D Complaints has been issued in
2010DIN01-119
• The Navy Command Equality and Diversity Policy Team DII Intranet site http://
defenceintranet.diiweb.r.mil.uk/DefenceIntranet/Teams/BrowseTeamCategories/
Orgbased/Royal+Navy/NavyCommandEqualityAndDiversityPolicyTeam.htm has been
revamped and now includes a range of information on Diversity, E&D Policies and
Training, including civilian E&D Focal Points.
• The Equality Act 2010 replaces existing discrimination legislation in order to provide
a simpler, more consistent and more effective legal framework for preventing
discrimination. The Act gained Royal Assent in Apr 10 and the core provisions will be
implemented in stages from 1 Oct 10. Amongst other things, it includes a general duty to
eliminate unlawful discrimination, harassment and victimisation and to advance equality
of opportunity between different groups.
• The NS Mediation Policy for the Resolution of Workplace Based Disputes and
Appropriate E&D Complaints has been issued in 2010DIN01-119 and supersedes 2SL’s
letter on Mediation dated 8 Apr 09.
• Mediation is a well established process for resolving disagreements or disputes
between two or more personnel, quickly, effectively, without the need to resort to
more lengthy and formal methods, such as bullying and harassment (B&H) complaint
investigations, redress procedures or Employment tribunals. It can be used to resolve
appropriate informal and formal B&H complaints.
• Mediation was introduced across the NS in early 2009. To date, over 89% of
mediations have been successful demonstrating a proven and effective tool for
dispute/complaint resolution and returning individuals to operational effectiveness as
soon as possible. It is emphasised that the mediation process respects, and does not
undermine, the military Command chain.
Brief prepared by Lt Cdr Evison;
FLEET DNPS PPOL EandD SO2A / 93832 5683
19 PSB - Summer 10

BRIEF 13
SERVICE LIFE INSURANCE (SLI)
Key Points:
• Clarify the intention and benefits of the SLI scheme post publication of
2010DIN01-59.
• Afford Naval Service Personnel (SP) the knowledge with which to make a
decision on whether or not to take out SLI.
• Furnish SP with information on how to join the SLI scheme.
• Encourage SP to regularly review their life insurance needs, especially when
circumstances change: for example, on getting married or having children.
• During periods of combat operations, life insurance companies often react to what they
perceive to be an increased risk to SP. In light of ‘The War on Terrorism’, Weapons of
Mass Destruction (WMD) and the frequency of military deployments, as the likelihood of
an insurer’s paying out increases; it will seek to transfer some of the risk it carries to the
SP potentially by one of the following methods:
• Increasing premium.
• Excluding or reducing benefits for CBRN incidents.
• Closing schemes to new applicants.
• These methods of risk transfer, although legitimate, commercial measures, make
it difficult for SP to obtain affordable life insurance. Even if military activity was to
decrease and insurers stopped using such methods, they could re-introduce them at any
time. Therefore, in order to provide SP with the option of guaranteed and affordable life
insurance, Sterling Life, in close cooperation with the MOD, offer SLI.
• It is for the individual to decide whether they require SLI, PAX, both or any other
insurance scheme, considering whether AFPS and AFCS benefits will suffice to provide
financial security for dependants. SP are encouraged to take independent financial
advice if uncertain.
• SLI is:
• Continuously available throughout an individual’s military career and beyond (to the
age of 65).
• Available to all SP aged 18 – 45 by self-certification of good health, regardless of
likelihood of operational deployment.
• Available to SP over 45 subject to medical underwriting but able to insure against
war and terrorism immediately.
• Not subject to any additional premium for high risk trades or personnel on
operations.
• Policy terms available range from 3 to 25 years, with premiums being collected by either
payroll deduction or direct debit.
20

• Joining the Scheme. Should you wish to join complete the application form in the
back of the SLI brochure: available from Unit HR or local HIVE. Or; apply online at www.
servicelifeinsurance.co.uk.
• Leaving the scheme. SLI members can cancel their cover but will not subsequently
be permitted to start a new SLI policy within 3 years of the cancellation date. This is
to prevent increased risk to SLI resulting from individuals joining immediately prior to
operations and cancelling on return.
• PAX differs from SLI in that it primarily offers personal accident cover (i.e. benefits
for accidental bodily injury, including that resulting in death); individuals may have
additional cover for death from natural causes through PAX but this comes at an extra
premium.
• A useful list of FAQs is included in the DIN. Queries of both potential and
existing members of the scheme can be directed to the SLI Team. SLITeam@
servicelifeinsurance.co.uk/ 020 8334 1557.
Brief prepared by Cdr Steve Young;
Fleet-DNPS PPA SO1/ 9621 83454
21 PSB - Summer 10

BRIEF 14
ROYAL NAVY FITNESS TEST
Key Points:
• Gradual Introduction of the RNFT for all personnel up to age 55
• Introduction of the Declaration and Health Questionnaire (DHQ) for
personnel aged 40 or over
• Introduction of the Armed Forces Weight Management Policy for RNFT
failures
• Changes to medical referral criteria for RNFT failures
• RNFT provision by Tri-Service Physical Trainers
• From Jun 10 the RNFT will apply to all serving RN personnel under the age of 55. This
will be implemented in staged increments, starting with those who are 50 on or after 1
Jun 10. Therefore, personnel who reach the age 50 from 1 Jun 10 onwards will continue
to be eligible for the RNFT until they reach age 55. Personnel over the age of 50 are
strongly encouraged to undertake the Rockport Walk as this test minimises the risk of
musculoskeletal injury and/or cardiac injury. Personnel over 50, who regularly undertake
rigorous physical exercise and have no medical concerns, may request, as a personal
decision, to undertake a maximal test (ie 2.4Km run or MSFT). However, they must be
made fully aware that exercise at high intensities (maximal or close maximal) particularly
in the older age groups increases the risk of a cardiovascular event. Personnel who are
already in the 50-55 age groups will remain subject to the current policy and will continue
to be exempt from compulsory RNFT. They are nevertheless encouraged to maintain a
lifestyle that includes regular physical activity and to undertake the RNFT voluntarily.
• The Defence Health Questionnaire (DHQ) is a basic medical screening aid to identify
those who may be potentially at risk and to allow them to seek medical advice on
eligibility without sharing confidential medical information with PT or other staff
inappropriately – All personnel of 40 years of age or over will be required to complete
and sign the DHQ before taking the RNFT.
• The Armed Forces Weight Management Policy came into effect on 1 Oct 09 and has been
introduced as part of the Defence Health Strategy. The policy centres on three main
areas: weight measurement, management and prevention. This policy will be gradually
implemented in the RN starting with RNFT failures from 1 Jan 10. After this date all
personnel who fail the RNFT are to be measured and corresponding action taken in
accordance with the Naval Service Weight Management protocols.
• Automatic referral to the Medical Officer (MO) after the first RNFT failure is no longer
necessary unless there is a particular medical concern or the Body Mass Composition
index indicates that the individual requires medical intervention. Automatic referral
must be undertaken if the individual continues to fail the RNFT after the first Remedial
Training (RT) package (ie at the 3 month point). PT Staff/Medical Staff are to ensure that
the medical assessment (height, weight, waist circumference, blood pressure, peak expiry
22

flow rate, result of dipstick urinalysis) is conducted by PT staff/medical staff and relevant
details inserted on the ‘RNFT Medical Assessment’ section of the RNFT form 5, prior to
the individual attending their appointment with the MO.
• Any qualified Tri-Service Physical Trainer (PT) may conduct the Maximal Tests (2.4km run
or MSFT) but only those who have attended the RNFT Polar Heart Rate Monitor Course
at RNSPT may conduct the Rockport Walk or issue RN Remedial Training instructions.
Units without permanent RN PT personnel will be assigned a PT from their base port or
regional staff who will provide the appropriate assistance.
Brief prepared by Lt Doug Wylie RN;
Temeraire-SO2PED / 9380 27701
23 PSB - Summer 10

BRIEF 15
HELP FOR THOSE WITH MORTGAGES
Key Points:
• Three-quarters of mortgage holders don’t know how an interest rate change
of one percentage point could affect their monthly outgoings.
• The Consumer Financial Education Body (CFEB) has launched the ‘Stay on top
of your mortgage’ campaign.
• Divisional Meetings should be used to raise awareness of the free and
impartial resources available from CFEB.
• Personal guidance and advice on these issues is also available from The
White Ensign Association.
• Stay on top of your mortgage - Three-quarters of mortgage holders don’t know how an
interest rate change of one percentage point could affect their monthly outgoings - even
though over half of mortgage holders believe interest rates will change in the next nine
months. (CFEB research, 2010)
• The Consumer Financial Education Body (CFEB) launched the ‘Stay on top of your
mortgage’ this summer to provide home-owners with essential help and to prepare for
when interest rates – or personal circumstances – change. It helps people to take control
so that they don’t fall behind with their mortgage repayments later. CFEB’s ‘mortgage
toolkit’ is free to use at: www.moneymadeclear.org.uk/mortgages
• If a homeowner has a £150,000 interest-only mortgage and their lender increases the
interest rate by just one percentage point, the homeowner’s monthly payments would
go up by £125 per calendar month.
• The Moneymadeclear ‘mortgage toolkit’ includes a “cut-back calculator” to show how
cutting back on small purchases can quickly add up to substantial savings. The budget
planner helps people see where their money is going each month, making it easier
to spot where they could make changes. If a mortgage deal is coming to an end, the
impartial mortgage comparison tables will help when it is time to shop around.
• CFEB is an independent body responsible for helping consumers understand financial
matters and manage their finances better. CFEB was established by the Financial Services
Authority (FSA) and deliver impartial financial information, education and advice to
consumers through “Moneymadeclear”.
• The Moneymadeclear service is also available over the phone on 0300 500 5000 and
through a range of free, printed Moneymadeclear guides including ‘Just the facts
about mortgages’ and ‘You can afford your mortgage now, but what if?’ at www.
moneymadeclear.org.uk
• The White Ensign Association, with its panel of finance and mortgage advisors, works
closely with the CFEB and is the CFEB’s preferred provider of financial capability
presentations to naval audiences. The WEA readily endorses the guidance made available
by the CFEB.
• For more information on CFEB and their work visit www.cfebuk.org.uk
Brief prepared by Mr Joseph Walsh;
joewalsh@moneymadeclear.org.uk
24

BRIEF 16
DNPS INTELLIGENCE CELL – Making personnel’s views count
Key Points:
• The latest quarterly personnel feedback has highlighted the following;
• Pride, ethos and team working remain top positives aspects of Service
life. Welfare support, dental care, and 1ROs have become more positive.
• Continued concern regarding short term overstretch (esp. alongside,
including ability to take leave) at cost of long term morale/retention
• Impact on family life and feeling valued for both serving personnel and
families remain negative aspects of Service life.
• Overall attitudes towards Service life have improved.
• These issues have been reported to the Navy Board and relevant desk officers
to shape personnel initiatives. This has included evidence for the annual pay
review, evaluating the success of the Geographical Squad Pooling trial and
supporting other branch and arm specific initiatives to better support our
people.
• As we understand and take forward the outcomes of the Strategic Defence
Review the CAS evidence will be critical to shaping this. Personnel sent the
survey should ensure they use their opportunity to have their say.
• The role of the DNPS Intelligence Cell is to combine the feedback received from the HR
Research team and DRST team to more effectively influence personnel strategy and
policy formation.
• The feedback is summarised and reported at all levels including; Ministers, Defence
Board, 2SL, Navy Board, AFPRB, and policy desk officers across the Naval Service
personnel area.
• The latest quarterly update has highlighted the following issues;
• Armed Forces CAS (2010) - AFCAS 2010 Spring version closed in July. Initial indications
are that response rates were up across the board with the RN 42% (38% in 2009), RM
37% (22% in 2009) and overall Naval Service 41% (31% in 2009). A big thank you to
all that took part and to those points of contact at units that have contributed to this
improvement in the response rate.
• The autumn version is out beginning of September and gives those selected the
opportunity to have their say. It is important that personnel take part and have their
views heard! The 2010 report is expected to be published April 2011.
• Families CAS (2010) - The top positive areas of feedback were; accommodation
(location and cost), support services, amount of leave and pension (68% or more
positive).
• The top negative areas of feedback were; impact on family life and spouse careers (over
60% negative).
• For the first time the Naval Service Families CAS data has been merged with data from
the other Services and will be used as a measure of effectiveness of commitments within
the Service Personnel Command Paper (to be superseded by the Military Covenant).
25 PSB - Summer 10

• DRST visits (2nd QTR 2010) - The negative themes were; non-financial terms and
conditions, allowance packages, augmentation, accommodation and personal job
satisfaction.
• The feedback received is currently being fed back to 2SL and the relevant personnel
policy desk officers. An update on the resulting actions will be reported in future
publications of the PSB and through the normal IC channels (e.g. Navy News/Globe and
Laurel).
• Access to the full reports on any of the surveys conducted can be provided by the DNPS
HR Research Manager or via the DNPS HR Research Webpage.
• The findings have been reported to the Navy Board and are being used to develop a
campaign plan to better support and value our personnel.
Brief prepared by Rachel Collins;
Fleet-DNPS FP RSCH(PSYCH) SO1C / 93832 5495
26

BRIEF 17
BR3 – NAVAL PERSONNEL MANAGEMENT
Key Points:
• BR3’s enlarged August 2010 edition has superseded many other well-known
BRs.
• This makes BR3 the single key BR for all Personnel matters covered by Naval
Secretary/COS(Personnel)’s area. A 2010DIN in the 01 series is being issued as
this PSB goes to press. Navy News published an article in their June issue, with
an update in October. Globe & Laurel will publish an article in the November/
December issue. There are plans for a feature in the autumn 2-6 DVD.
• The aim is that BR3 will be further expanded in the next few months to cover
some FOST business and Naval Reserves.
• BR3 is now 2SL’s “one-stop shop” for most areas of Naval Personnel Management.
• The hugely expanded coverage of BR3’s August 2010 Edition includes: 2SL’s Organisation
and Strategy; Personnel Planning and Costing; Establishment Lists Administration;
Recruiting; Legal and Discipline policy; the Divisional System; PFS; Representations and
Service Complaints; Accommodation; Leave; Finance; Medical and Dental care; Physical
Development; Equality & Diversity; Religion & Belief; Service Funds and Charities; the
Recovery Pathway; Uniform Regulations; Careers; Transfers; Return of Service; Leaving
the Service; Appraisal and Warnings; Career Management; the Assignment process;
Requirements Management; and Promotions.
• It is a fully-interactive publication with embedded links to make moving around it as easy
as possible (with the Navigation toolbar enabled). It is available on the Defence Intranet
(via the Navy Library); on the Internet (www.royalnavy.mod.uk/referencelibrary);
and it is sent on CD to units covered by the Fleet Bridge Card. It is not issued in hard copy
and, as it is very large (with 81 Chapters, and many Annexes and Appendices), it is not
to be printed in full. Any extracts printed locally will necessarily only be valid on the day
they are printed. It is intended that BR3 will be updated 2 or 3 times per year.
• The August 2010 edition of BR3 superseded the following publications, many of which
will be very familiar to readers – all copies of all these must now be destroyed or
archived, as they are increasingly out-of-date:
BR14 (Drafting Instructions)
BR81 (Uniform Regulations)
BR1066 (Promotion and Advancement Regulations)
BR1992 (Divisional Handbook)
BR4017 (Naval Manning Manual)
BR8373 (Officers’ Career Regulations)
BR8588 (Welfare of Naval Personnel)
BR8748 (Terms of Service for RN, QARNNS and WRNS ratings and RM ranks)
• Watch out for the next edition that will add other important material on Individual
Training, Education, Lifelong Learning, Resettlement and Reserves.
Brief prepared by Cdr Peter Hughes;
Fleet-DNPS PPOL 5 SO1 / 93832 5521
27 PSB - Summer 10

LESSONS IN LIFE
RNFT Failure
An AB1 was Discharged SHORE recently on the grounds of his Unsuitability – Persistent
RNFT Failure.
Having been subject to the required warning procedure for an appropriate time period
and been afforded adequate time to rectify the situation, the AB1 ultimately lacked the
commitment and effort needed to achieve the standard required to pass the RNFT. There
is no medical reason why the AB1 cannot pass his RNFT and thus the Discharge SHORE was
approved.
Remember:
You must be in date for your RNFT on your Common Reporting Date if you want to be
considered to promotion or commission transfer.
Only those recorded as in date on JPA will be considered by the Promotion Board - this is an
individual responsibility - if in doubt check 2010DIN01-024
Reports for Promotion/Selection
During a recent SJAR and Competency check in preparation for a selection board it was
discovered that, despite being put forward by their Chain of Command, a number of the
potential candidates were ineligible for selection.
One reason for ineligibility was that the potential candidate did not have an in date RNFT
pass or a clear reason for exemption recorded on JPA. If you have had a change in medical
category that exempts you from the RNFT it remains your responsibility to ensure that your
JPA record is updated.
Another reason for ineligibility was the use of ‘Developing’ as opposed to ‘Yes’ (or
higher) for promotion 1 Rank up in an Appraisal Report. On subsequent investigation it
became apparent that there was confusion as to the criteria for these recommendations.
Reporting Officers had used ‘Developing’ as they had mistakenly believed that they were
required to consider ‘eligibility’ for promotion (e.g. yet to obtain sufficient sea time).
The recommendations matrix in JSP 757 Art 4.36 provides for assessments to be made on
‘suitability’ for promotion without regard for ‘eligibility’.
In making their assessments, Reporting Officers should disregard whether the individual
is eligible for promotion in accordance with BR1066 and purely focus on the Subjects’
suitability e.g Command, Leadership and Management skills, knowledge, ability to
complete any promotion training (Command or Professional) – to hold the next higher
rank or rate within the next 12 months. Individuals who demonstrate all the personal/
professional attributes necessary for promotion but, as yet, are not fully qualified may still
be awarded ‘Yes’ or higher for promotion 1 Rank Up.
Conversely, individuals qualified in all respects for promotion but who do not exhibit the
personal qualities required for higher rank/rate should be awarded ‘Dev’ or ‘No’.
Only those awarded ‘Yes’ or higher for promotion 1 Rank Up, and who meet any other prerequisites
will be considered by promotion or those sideways transfer selection boards that
also act as promotion boards.
JSP 757 provides detailed guidance for Reporting Officers.
28

ROYAL NAVAL LEADERSHIP ACADEMY UPDATES AND
DIVISIONAL HOT TOPICS
Key Points:
• Leadership Course (SRLC / LRLC) – amendments to pre-course documentation
and Fitness Test on day one
• Consequences following removal from Leadership Course
• Divisional Officers Course Joining Instructions
• Qualified Educationally for Petty Officer
• Leadership Course (SRLC / LRLC) With effect from 30 Aug 10 personnel attending
leadership course will be required to conduct a 2.4km Run RNFT (or Rockport walk
where appropriate) on the first day of leadership course. Failure will result in instant
removal from course and be recorded on JPA as an RNFT fail, thus instigating the
remedial training requirement. This does not negate the requirement for individuals
to be in date prior to arrival however pre-course documentation has been amended.
Full details and new documentation/joining instructions can be found in RNTM
194/10. Divisional Officers should also be aware of the information contained within
the RNLA website http://cwd-r-web-001.cwd.dii.r.mil.uk/RNLA/leadership.html
• Consequences following removal from Leadership Course. The consequences
following removal from leadership course are considered depending on the following
factors:
• Reason for removal
• Number of previous attempts
• Promotion/selection status
Consequences may include de-selection, reversion or a second attempt to successfully
complete the course, which may or may not delay an individual’s promotion date,
depending on circumstances. In all cases Divisional Officers should consult the relevant
publication (currently BR3 6722/6908). Any queries should be directed to 2IC RASqn
(RNLA) or the Promotions Office.
• Divisional Officers Course (DOC) Joining Instructions. Joining instructions for
those nominated to attend Divisional Officer Course can be found on the Divisional
page of the RNLA website: http://cwd-r-web-001.cwd.dii.r.mil.uk/RNLA/doc.html
• Qualified Educationally for PO. Personnel should be reminded that from 1 Apr
12, NAMET scores will not be considered as educational qualifications for promotion
to PO/Sgt. From this date personnel will have to achieve Level 2 Certificates in Adult
Literacy and Numeracy (LANTERN) or hold a proxy qualification prior to promotion
to PO/Sgt. Branches which currently do not require NAMET 3:3 for promotion to PO
will require level 2 or proxy qualification from 1 Apr 12. Personnel who have NAMET
3:3 will not be recognised as Qualified Educationally for PO (QEPO) from 1 Apr 2012.
Please ensure those who are not currently qualified are aware and able to use the
advance warning wisely. Consult 2010DIN07-024 for further details.
Brief prepared by Lt Sarah Clewes;
LTO (Divisional & Management) Royal Arthur Squadron (RNLA)
Tel: 93825 3184
29 PSB - Summer 10

DIVISIONAL REGIMENTAL REFERENCE LIST
References in italics have been presented in previous Personnel Support Briefs.
However, they remain relevant.
Advancement & Promotion
2010DIN07-024
Naval Service Educational Requirements for Promotion to
Leading Hand/Corporal and Petty Officer/Sergeant
Appraisal
RNTM 110/10
RNTM 152/10
2010DIN01-126
Branch Matters
RNTM 072/10
SJARs – Recommendations for promotion 1 Rank Up
Appraisal Report on Supersession of 1RO
Seaman Specialist – AB & LSEA preparation for Promotion
taskbook.
RNTM 073/10 Seaman Specialist Written Provisional Examination –
Application Process
RNTM 083/10
RNTM 087/10
RNTM 079/10
RNTM 111/10
Clarification for the conduct and timing of Engineering
Branch Operational Performance Statement assessments of
Engineering Technicians
Conduct and standard of Operational Performance Statement
assessments of WEGS and WESM Engineering Technicians.
Recruiting For The RN Family Services Branch And Royal
Marines Welfare
Warfare Branch - (General Service) – Written Provisional
Examinations Seaman Specialist & Diver/HM/MW Groups
Dates For 2010
RNTM 144/10 Cessation of the Submarine Rating Recruitment Bounty -
‘Recruit an OPPO’
RNTM 147/10
GALAXY 10-10
RNTM 184/10
Galaxy 16-2010
RNTM 195/10
Career Management
2010DIN01-097
RNTM 140/10
JPA Competencies for the Royal Navy Police (RNP)
Changes to Logistics Branch Specialist Titles
Seaman Specialists Written Provisional Examination
Employment of females in the Clearance Diver Specialisation
Update of Competence requirements for Marine
Engineering Department Senior Rates
Naval Service Recovery Pathway Policy
Introduction of new Naval Service manning & training
margin categories and JPA positions
30

Charities – RM / RN Charities website: www.rnrmc.org.uk
2009DIN01-228
RNTM 206/09
RNTM 220/09
RNTM 099/10
The Naval Service Prizes and Awards Fund (The Charity) No
111779416 (contact charities for further info/application)
The Naval Service Assisted Passage Scheme
The Sports Amenities And Benevolence Scheme (SABS)
Compensation
GALAXY 19-2010 Changes to the Armed Forces Compensation Scheme
Complaints & Representations – Service Complaints Commissioner website: http://
armedforcescomplaints.independent.gov.uk/
DIB 14/10
Fairness, Effectiveness and Efficiency of the Service
Complaints Process
RNTM 155/10
2010DIN01-109
2010DIN01-119
2010DIN01-153
Equality & Diversity
2009DIN 01-007
Revised procedure for the management of service
complaints at Level 1 in the Navy Command
Publication of Revised JSP 763 MOD Bullying & Harassment
Procedures and JSP 831 Service Complaints
The Naval Service Mediation Policy for the Resolution of
Workplace Based Disputes and Appropriate E&D Complaints
Statement of Principles of Fairness for the handling of
Service Complaints
Policy for the Recruitment and Management of Transsexual
Personnel in the Armed Forces
2009DIN07-148 Joint Equality and Diversity Training Centre (JEDTC) –
Equality and Diversity Training 2010 – 2011
2010DIN07-085
Family
RNTM 200/10
Galaxy 18-2010
Equality and Diversity Training: Implementation of Core and
Advanced Level Training for Naval Service Personnel
Updated Home Office advice on British citizenship rules for
children of foreign and commonwealth citizens born while
on overseas postings
Access to NHS Dentistry
Health and Medical Administration (inc Healthy Lifestyle)
2010DIN01-074
Instructions for Service and entitled personnel serving overseas
who receive dental treatment from non-Service sources
2010DIN01-110
RNTM 142/10
Requirement for Naval Service Personnel to hold a valid
European Health Insurance Card (EHIC)
Public funding for Naval Service personnel in remote
locations to access fitness training facilities
31 PSB - Summer 10

2010DIN01-143
Honours & Awards
2009DIN01-228
RNTM 206/09
Home Ownership
DIB 02/10
Insurance
2010DIN01-159
JPA
RNTM 136/10
RNTM 157/10
Manpower
RNTM 118/10
2010DIN01-100
2010DIN03-013
RNTM 196/10
2010DIN01-146
Sampling and Archiving Tissue Reference Samples for Post
Mortem Identification Through DNA Analysis
The Naval Service Prizes and Awards Fund (The Charity) No
111779416 (contact charities for further info/application)
Armed Forces Home Ownership Scheme (Pilot)
Service Life Insurance (SLI)
Divisional Management and Documentation – Mandatory
Checking of Personal Information in JPA
Recording of Leave on JPA
Introduction of new Naval Service Manning & Training
Margin Categories and JPA Positions
Tri-Service Manning and Training Margins
HMS Venegeance and HMS Victorious transition to and from
G Role (Gold Crew)
Personnel OPDEF Procedures
Manning Priorities for the Naval Service
Pay & Allowances & Charges
2010DIN01-081
Continuity of Education Allowance (CEA) - Changes to the
CEA Eligibility Certificate and Application Process
RNTM 112/10
DIB 42/10
Pensions
2010DIN01-124
Pay - Accelerated Incremental Progression (AIP) for Engineer
Artificers (MEA & WEA) GS & SM
Doubling of Operational Allowance
Restatement of Armed Forces Pension Scheme 1975 (AFPS
75) and Full Time Reserve Service (FTRS) Regulations
Personnel
Galaxy 15/10 Personnel Functional Standards 2010
Publication updates
2010DIN06-014
Joint Service Publication (JSP 375) MOD Health and Safety
Handbook – Updates
2010DIN07-091 JSP 101 version 3-1 June 2010
32

2010DIN01-129
RNFT
2010DIN01-024
RNTM 106/10
Sport, Leisure and Travel
RNTM 181/10
Publication of Revised JSP 893 - Policy on Safeguarding
Vulnerable Groups
Royal Navy Fitness Test
Revised RNFT Personal Reminder Cards
LONG LOOK 2011 – Annual Reciprocal Exchange of
Personnel Between RN, RAN and RNZN
2010DIN10-038 Royal Navy Alpine Championships 2011
2010DIN05-046
Specialist Employment
2009DIN 02-009
2010DIN02-017
2010DIN02-012
Utilisation of Defence Travel
Volunteers for Service with the Special Reconnaissance
Regiment
Volunteers for Specialist HUMINT Duties – OP SAMSON
Volunteers for Specialist Debriefing Duties (SpDD)
Terms & Conditions of Service
2010DIN01-096
Tri-Service Policy for Training Return of Service
RNTM 198/10
Premature Discharge Within 3 Months of Completing Service
and Pension Entitlement
Training & Education – General
DIN 2010DIN07-033 University of Portsmouth - Learning at Work Degree
(Partnership Programme)
2010DIN07-079
MSc in Leadership and Management
2010DIN07-077
Fast-Track Membership of the Chartered Management
Institute
2010DIN07-078
Defence Policy on Computer Users’ Training
Training Opportunities and Procedures
2009DIN 07-113
HMS NEPTUNE Naval Military Training (NMT) Joining
Instructions
2009DIN 07-118
RNTM 204/09
RNTM 004/10
HMS RALEIGH Naval Military Training (NMT) Joining
Instructions
Basic Alcohol Education Course (BAEC) 2010 Dates
Divisional Training in The Royal Navy – Joining Instructions
for Divisional Officers’ Course
2010DIN07-004 DCTS Course Schedule April 2010 to March 2011
2010DIN07-029
Training at the Institute of Naval Medicine
33 PSB - Summer 10

RNTM 063/10
RNTM 075/10
2010DIN07-071
Driver training courses for Royal Naval personnel - April
2010 to March 2011
Generic joining instructions for personnel attending the
Submarine Escape Training Tank, Fort Blockhouse, Gosport.
Changes to Ship Protection Force training
2010DIN07-076 Defence Diving School Courses for Training Year 2010/2011
2010DIN07-081
2010DIN07-082
2010DIN07-105
2010DIN07-113
RNTM 192/10
RNTM 194/10
Education Courses at NETS Learning Centres East (HMS
NELSON), West (HMS DRAKE) and North (HMS NEPTUNE, incl
HMS CALEDONIA
Tri-Service University Short Course Programme – Academic
Year 2010/2011
Joining Instructions for personnel attending Maritime
Warfare School Courses at the Naval Military Training
School, HMS EXCELLENT
Joining Instructions for personnel attending CBRNDC courses
at TRIUMPH Squadron, HMS RALEIGH
External Validation of Training Within The Naval Service
Senior Rates and Leading Rates Leadership Courses (SRLC/
LRLC) at The Royal Naval Leadership Academy (RNLA), HMS
Collingwood
Prepared by the Divisional Training Team,
Royal Naval Leadership Academy 93825 3189
34

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GIBRALTAR
DIVISIONAL REGIMENTAL SUPPORT TEAM (DRST) CONTACT LIST
DRST Postal Address:
Leach Building: DRST, MP 3-1, Leach Building, Whale Island, Portsmouth, PO2 8BY
West Battery: CDT / E&DIT, MP 2-1, West Battery, Whale Island, Portsmouth PO2 8DX
Name Title Location E-mail
Telephone
(02392 62****)
Mobile
Telephone
Cdr Richard Morris SO1 DRST
FLEET-DNPS PPOL DRST SO1 93832 8701 07747 790929
Lt Cdr Mike Dineen FXO FLEET-DNPS PPOL DRST FXO SO2 93832 8699 07748 622342
Lt Cdr Fraser Hunt FXO Air FLEET-DNPS PPOL DRST FXO AIR SO2 93832 8700 07748 624269
WO1 Tim Bowers CWO SS Leach Building FLEET-DNPS PPOL DRST CWOSS WO1 93832 8709 07917 172835
3rd Floor
WO1 Andy Jeffery CWO SM FLEET-DNPS PPOL DRST CWOSM WO1 93832 8708 07747 765704
WO1 Gary Flynn CWO FAA FLEET-DNPS PPOL DRST CWOAIR WO1 93832 8706 07747 765745
WO1 Alistair McGill CWO RM FLEET-DNPS PPOL DRST CWORM WO1 93832 8707 07795 012572
Mrs Ann Hayden Admin Support FLEET-DNPS PPOL DRST E1 93832 5528
WO1 David Pottle WO CDT
FLEET-DNPS PPOL CDT WO1 93832 8886 Rm 223 07876 476937
MAA Robbie Robinson CDT
Substance Misuse
Education
FLEET-DNPS PPOL CDT MAA 93832 8885 Rm 223 07747 006560
West Battery
2nd Floor
CSgt GAPPED CDT FLEET-DNPS PPOL CDT CSGT 93832 8884 Rm 223 07799 658785
CPO Michael Kingston CDT
Data Recorder
FLEET-DNPS PPOL CDT PO 93832 8883 Rm 223 07747 768353
WO1 (MAA) Sue Morgan MBE WO1 EandDIT FLEET-DNPS PPOL EandDIT WO1 93832 8724 Rm 221 07917 534422
MAA Fiona Wright MAA EandDIT FLEET-DNPS PPOL EandDIT MAA 93832 8725 07766687939
Fax LB mp3.1
Fax for WB
93832 5933
93832 8880
TERRAM

NOTES
36

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