The Development of a Framework for Appointing and Appraising UK Military Personnel
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1 The Development of a Framework for Appointing and Appraising UK Military Personnel Ms Hannah Davison & Dr Joanna Harvey Directorate of Personnel Capability Army HQ
2 Context Strategic Defence & Security Review Reorganisation of military to meet defence priorities (Army 2020) New Employment Model Flexible & transparent career management Reduction in Force numbers Drives multi-agency working/whole force concept Drives upstream engagement Reviews of working practices & authorities Levene reform, Haddon-Cave report Management of Specialisations
3 Current Process Officers and Other Ranks have a joint appraisal documents (OJAR & SJAR) which are used for: Promotion decisions Assigning to job roles Providing feedback The current work aims to improve this through: Increased transparency Individual understanding of career paths & skills associated with those Better management information
4 Research Requirement Establish a Knowledge, Skills & Experience framework Officers & Soldiers, tri-service Measureable & applicable Underpinning Core and Functional Framework
5 Approach Taken so Far Army occupational psychologist - project lead Mixed use of MOD psychologists & contractors (for resource support) Support from Royal Air Force and Royal Navy occupational psychologists to validate applicability to their Service Input from military personnel and subject matter experts (SMEs) in each Service Mixture of Qualitative and Quantitative methods
6 Core & Functional KSE Core Behavioural & common to all (11 KSE) Similar to current appraisal reporting system Functional Largely knowledge based Key common functional requirements across Career Fields(17 FKSE for 6 Career fields) Not applicable to all, but show ability towards a certain career path, largely at a staff Officer level
7 Core KSE
8 How to Use the Core Framework One scale for job specification (1-5) and appraisal (0-5)
9 How to Use the Core Framework Sampled three Services and two main budget areas (Army, RAF, RN, JFC & DE&S) Total response currently 345 and analyses are ongoing Questionnaire used for current validation to assess: Usability Applicability
10 How to Use the Core Framework Potential options for how to use the framework include: Scale extensions by using +/- for each level Assigning a specific level to certain ranks
11 Functional Framework Development External contract in 2014 Interviews with 120 personnel, tri-service, across career fields, approximately 15 workshops with specialists Survey to 700 personnel Draft Functional Framework: 16 Knowledge, Skills, Experience areas Positive and negative indicators
12 Functional Framework Development MOD psychologists have continued to develop the framework produced by the contract Consulting with: Military personnel working within the defined areas (SMEs) Heads of Professions Using specialist frameworks
13 Current Draft Functional Framework
14 Future Validation of the Functional Framework A similar process to the Core framework will be applied to the Functional but with personnel from the specific areas The levels of the framework have to be assured by the specialists in all three Services to ensure: Usability Applicability
15 Future Implementation options are being discussed strategically What is the minimum baseline for the implementation for the framework? This is a change process and therefore has implications on resources, allocating priorities etc
16 Comments Complex task Breadth of Service, rank & functionality Depth of expertise Application across Ministry of Defence (Has to be usable, simple and meaningful) High impact & visible Monitoring the Frameworks- potential further validation (measures of success?)
17 Any Questions? Ms Hannah Davison Directorate of Personnel Capability Army HQ
British Military Knowledge Skills & Experience Framework Development. Dr Joanna Harvey & Jean-Marc Daniel Directorate of Personnel Capability Army HQ
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