April 2023
(Replaces AEL 151 dated Aug 22)
ARMY GENERAL AND ADMINISTRATIVE INSTRUCTIONS
VOLUME 2
CHAPTER 40
RECRUITMENT POLICY
This Chapter is sponsored by Personnel Policy (Army) and aims
to set out the governance, provenance and ownership of Army
recruiting policy in order to ensure that recruiting activity is
conducted in accordance with current policy and that clear
direction is given to Recruiting Branch and the National
Recruiting Centre Staff responsible for its implementation. This
AGAI serves as the single Service policy for Army recruitment. It
applies to the Regular Army and the Army Reserve. It is to be
used in conjunction with JSP 545, QR(Army) and AGAIs, with
DINs and ABNs providing secondary policy notes.
UK MOD © Crown Copyright 2023.
AEL 159
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April 2023
(Replaces AEL 151 dated Aug 22)
1.
Equality Analysis. As directed by Head of Diversity and Inclusion in ACSO 3252,
this AGAI 40 (Recruiting Policy) has been considered against the Public Sector Equality
Duty and an Equality Analysis Impact Assessment (EQIA) has been conducted. It is
assessed that the amendments to this policy will have no impact on protected groups. The
Armed Forces have an exemption from the disability discrimination and the age
discrimination provisions of the Equality Act, as set out in Schedule 9, paragraph 4(3).
2.
Inclusive Language. As directed by the Executive Committee of the Army Board, all
policies and services must where possible use inclusive language. For gender, this can
usually be done by rephrasing sentences, or if this is not possible, by using ‘they’ or ‘their’
rather than ‘his’ or ‘her’. It is recognised that some non-inclusive words have to be retained
in this AGAI (ie, ranks such as Trades
man, Draughts
man, Infantry
man, Guards
man,
Crew
man and Bands
man) and these are pending a higher level review. A few uses of ‘his’
and ‘her’ are retained as either a direct quote from ROA 74 or in relation to the Monarch.
This AGAI 40 (Recruiting Policy) complies with the MOD’s inclusive language guidelines.
3.
Prerogative Instruments and the new Monarch. ‘The Queen’s Regulations’ and
‘The King’s Regulations’, as well as their subset ‘Army General and Administrative
Instructions’, are prerogative instruments made under prerogative powers. On the death of
Queen Elizabeth II, His Majesty King Charles III was able to exercise prerogative rights
immediately, and existing prerogative instruments previously issued under the late
Queen’s prerogative continue in force unless and until amended or suspended. During
2023,
The Queen’s Regulations for the Army 1975 will transition to become
The King’s
Regulations for the Army 2023. The
Intrepretation Act 1889 Section 30 and the
Interpretation Act 1979 Section 10 do not extend to legislation made under prerogative
powers. Therefore, for the purposes of interpreting references to the late Queen within this
AGAI 40 (Recruiting Policy), those references are to be interpreted reasonably and
intelligently until this AGAI is updated.
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AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
VOLUME 2
CHAPTER 40
RECRUITMENT POLICY
INDEX
Contents
Page
Paras
PART 1 - INTRODUCTION
Aim
1-1
40.001
Scope
1-1
40.002
Special Enlistment Waiver
1-1
40.003
PART 2 – POLICY GOVERNANCE AND ASSURANCE
Policy Governance
2-1
40.011
Policy Assurance
2-1
40.012
Army Recruitment Policy Working Group (ARPWG)
2-2
40.013
Policy Development and Staffing Process
2-2
40.014
Reserved
2-2
40.015
PART 3 – RECRUITMENT ELIGIBILITY CRITERIA
Security
General
3-1
40.021
Requirement
3-1
40.022
Reserves
3-1
40.023
Eligibility
3-1
40.024
Entry to Royal Military Academy Sandhurst (RMAS)
3-2
40.025
Waiver to Security Requirements
3-2
40.026
Nationality and Residency
General
3-2
40.027
British Nationality
3-2
40.028
Non-UK
3-4
40.029
Army Reserve Applicants
3-4
40.030
Citizens of Botswana
3-5
40.031
European Union citizens
3-5
40.032
Passport Validity
3-5
40.033
Waiver to Immigration Status and Residency
3-5
40.034
Requirements
Age
Soldier Entrants
3-5
40.035
Parental Consent
3-6
40.036
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AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
Contents
Page
Paras
Care and Supervision Orders
3-7
40.037
Officer Entrant
3-7
40.038
Reserves
3-7
40.039
Medical and Physical Entry Standards
General
3-8
40.040
Role Fitness Testing on Entry – RFT (E)
3-8
40.041
Body Mass Index (BMI)
3-9
40.042
BMI, Weight Circumference (WC) and RFT (E)
3-9
40.043
Standard Entry Soldier Selection
3-10
40.044
Maternity Policy and Recruitment
3-11
40.045
Waiver to Medical Entry Standards
3-11
40.046
Height Requirements
3-13
40.047
Waiver to Height Requirements
3-13
40.048
Education Selection Standards
Officer Entrants’ Educational Standards
3-15
40.049
Soldier Entrants’ Educational Standards
3-15
40.050
Academic Qualification and KSE Waiver
3-16
40.051
Diversity and Inclusion
General
3-16
40.052
Key Tenets
3-16
40.053
Transgender Personnel
3-17
40.054
Dress and Appearance
General
3-17
40.055
Religious Dress
3-17
40.056
Tattoo and Body Modification
3-17
40.057
Waiver to Dress and Appearance
3-18
40.058
Financial Considerations
Security and Credit Reference Checks
3-16
40.059
County Court Judgements
3-16
40.060
Discipline and Conduct
General
3-18
40.061
Pre-employment Referencing and Employer Consent
3-18
40.062
Drug and Substance Misuse
3-18
40.063
Traffic Offences
3-19
40.064
The Rehabilitation of Offenders Act (ROA) 1974
3-20
40.065
Offender Rehabilitation Act (ORA) 2014
3-20
40.066
Safeguarding Vulnerable Groups
3-21
40.067
Declaration of Convictions
3-22
40.068
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AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
Contents
Page
Paras
Criminal Convictions – Failure to Declare
3-22
40.069
Civil Orders under the Sexual Offences Act 2003
3-22
40.070
Offences committed overseas
3-22
40.071
Refusal of Entry
3-23
40.072
PART 4 – REINSTATEMENT / REJOINS Mandatory Rejoin Info
Soldiers
4-1
40.073
Officers
Reinstatement of Officers
4-19
40.110
Army Reserve
Regulars Joining the Army Reserve
4-21
40.117
PART 5 – SPECIALIST RESERVE ENTRY
General
5-1
40.146
Education standards
5-1
40.147
Eligibility
5-1
40.148
Security Clearance
5-2
40.149
Waivers
5-2
40.150
Selection
5-2
40.151
PART 6 – LATERAL ENTRY
General
6-1
40.171
Scope
6-1
40.172
Requirement
6-1
40.173
Principles
6-1
40.174
Recruitment and Entry Process
6-2
40.175–40.180
Determining Training Requirements
6-4
40.181
Qualifications Required for Employment
6-4
40.182
Considerations for Existing Qualifications
6-5
40.183
Training Requirement
6-5
40.184
Terms and Conditions of Service
6-6
40.185-40.186
Post-Decision Activity
6-6
40.187-40.191
Specific Provision for the Lateral Entry of Soldiers
6-7
40.192-40.195
Specific Provision for the Lateral Entry of Officers
6-7
40.196-40.197
Preparation of Applications
6-8
40.198
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AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
Contents
Page
Paras
ANNEXES
Annex A: Guide to UK residency for UKSV
A-1
Annex B: List of Commonwealth countries
B-1
Annex C: Soldier & Officer Physical Entry Standards
C-1
Annex D: GTI Scores And Educational Requirements - D-1
Soldiers
Annex E: Roles requiring disclosure
E-1
Annex F: Rejoin Policy Prior Service Checks –
F-1
Delegated authorities
Annex G: Rejoin Process Flowchart 1 – Initial Stages
G-1
Annex H: Rejoin Process Flowchart 2 – Category A
H-1
Applicants
Annex I: Rejoin Process Flowchart 3 – Category B and
I-1
C Applicants
Annex J: Rejoin Process Flowchart 4 – Final Stages
J-1
Annex K: Application Form
K-1
Appendix 1 – Rejoiner Appeal
Annex L: Unit Information: Enlistment
L-1
Annex M – Fast Track Rejoin
M-1
Annex N – SCT Screening for Untrained Personnel
N-1
Annex O – Trades Requiring Driving Licences
O-1
Annex P – Lateral Entry Estimate
P-1
Annex Q – Special Enlistment Waiver AFB 203
Q-1
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RECORD OF AMENDMENTS
Amendment
Amendment
Authority
Amendment
Number
Date
AEL 78
Jan 16
Pers Pol(A)
General Update.
Changes to nationality and residency
AEL 83
Oct 16
ARPSG
criteria.
Refresh of policy links and general
AEL 83
Oct 16
ARPSG
nomenclature.
AEL 83
Oct 16
ARPSG
Greater clarity on the use of AFB 203.
Introduction of waiver for overseas
AEL 83
Oct 16
ARPSG
qualifications.
AEL 83
Oct 16
ARPSG
Change to transgender terminology.
Amendment to drug and substance
AEL 83
Oct 16
ARPSG
misuse.
Introduction of Offender Rehabilitation
AEL 83
Oct 16
ARPSG
Act 2014.
AEL 83
Oct 16
ARPSG
Introduction of new Rejoin Policy.
AEL 83
Oct 16
ARPSG
Introduction of Specialist Reserve Entry.
AEL 83
Dec 17
Pers Pol (A)
Counter Terrorist Check Policy.
AEL 83
Dec 17
Pers Pol (A)
Clarification on AFB 203 Policy.
AEL 83
Dec 17
ARPSG
Zimbabwe included at Annex B.
Clarification of British Nationality
AEL 83
Dec 17
ARPSG
Categories.
AEL 104
Sep 18
Pers Pol (A)
General review and update.
AEL 105
Oct 18
Pers Pol (A)
Minor amendment.
Gambia included at Annex B.
Clarification on AFB 203 Policy. Changes
AEL 106
Nov 18
ARPSG
to Commonwealth Criteria. BMI
Amendment.
Removal of Zimbabwe from F&C list at
AEL 108
Jan 19
Pers Pol (A)
Annex B on 7 Jan 19.
CW Update, CDT Change, PSSR
AEL 111
Apr 19
Pers Pol (A)
removal and RFT(E) update for PES.
General Review and Update.
BMI, CDT, Soldier Entrant Age,
AEL 116
Sep 19
Pers Pol (A)
Transgender Pers Update,
Reinstatement of Officers.
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Regular Army Rejoin Policy, NSV
Review, Reserve Age Update, CW
AEL 120
10 Jan 20
Pers Pol (A)
Country Link Included and General
Update.
Fast-Track Rejoin details added – Annex
AEL 123
23 Apr 20
Pers Pol (A)
M and general update.
Minor amendments to Annex M (fast
AEL 127
03 Aug 20
Pers Pol (A)
track rejoiners) and a general tidy up and
formatting.
Amendments to Annex C: Physical Entry
AEL 129
15 Oct 20
Pers Pol (A)
Standards (E)
Inclusion of Sickle Cell Trait (SCT)
processes, minor amendments to
attestation wording, changes to height
AEL 135
20 Apr 21
Pers Pol (A)
restrictions for AGC(SPS), alignment with
Soldier ToS and ACRs for Reservist
rejoiner and Officer reinstatements.
Pers Pol
Amendments to Soldier Entry Standards
(A)/ARITC
(Annex C and D).
ARITC
Amendments to BMI table.
Addition of SCT Screening Policy for
Pers Pol (A)
Untrained Soldiers (New Annex N).
AEL 147
01 Apr 22
Addition of a Rejoiner Appeal Process
ARITC
(new Appendix 1 to Annex K).
Removal of COVID-19 restrictions for
Pers Pol (A)
Rejoiners.
Minor corrections to existing policies (age
Pers Pol (A)
and residency eligibility). Inclusive
language review.
Minor corrections to entry standards at
AEL 149
14 Jun 22
Pers Pol (A)
Annex C and D, and minor corrections to
SCT terminology at Annex N.
Inclusion of RAPTC(R) entry standards at
Annex C and D.
Amendments to minimum age of
AEL 151
09 Aug 22
Pers Pol(A)
recruitment for soldiers.
Additions to traffic offences section,
including a new Annex O.
Inclusion of D Ops MJP, ARPSG, TSLD,
JE min and max age, standardised use of
PHCR, Non-UK to replace FC, updated
Provost vetting process, U18 DofC, Oath
AEL 159
01 Apr 23
Pers Pol(A)
of Allegiance, REME GTI/TST/GCSE.
AGC TST removed, MSFT replaced 2km
run, QR(A) 9.383 footnote, removal of
AFB 203A to AGAI 78. Annex Q included
for AFB 203.
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April 2023
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VOLUME 2
CHAPTER 40
RECRUITMENT POLICY
Part 1 – Introduction
40.001.
Aim. The aim of this chapter is to set out the governance, provenance and
ownership of Army recruiting policy in order to ensure that recruiting activity is conducted
in accordance with current policy and that clear direction is given to Recruiting Group and
the National Recruiting Centre Staff responsible for its implementation.
40.002.
Scope. Recruiting policy exists within a variety of publications such as Joint
Service Publications (JSPs), Queen’s Regulations for the Army (QR(Army)), Army
Commissioning Regulations (ACR), Army General and Administrative Instructions
(AGAIs), and Defence Instructions and Notices (DINs).
JSP 545 provides Tri-Service
guidance on recruiting; this AGAI (Volume 2, Chapter 40) will provide the Army level
direction that underpins that JSP and therefore will become the authoritative document for
all other Army Recruiting Policy direction. As such it will reference the JSP where
appropriate, but more importantly will provide an overview to all other policy that directs
and influences recruiting activity, and will signpost the documents that underpin that
activity.
This document does not include E1 recruiting limitations. These are managed
separately by Department of Personnel (Army) (Pers Pol (A)) and are available from
Employment Branch.
40.003.
Special Enlistment Waiver. Pers Pol (A) has the authority to apply a waiver
(AFB 203, Annex Q) to all the recruitment eligibility criteria contained within AGAI 401. This
waiver applies to both Regular Army and Army Reserve, and to both rejoins (for soldiers)
and re-instatement (for officers). Special Enlistment Waivers are to only be used in
exceptional circumstances, is a mechanism to ensure the Army is able
to recruit
exceptional candidates or those with specialist or highly sought after skills. The
following diagram provides an overview of those who are involved in the process and at
what level of authority is required at each stage.
1 With the exception of Nationality and Residency requirements for Security Clearance which must be
submitted to Hd Pers Sy (A) as the Army Risk Manager via the Personnel Security (Army) Secretariat,
Imphal Barracks, Fulford Road, York, YO10 4HD.
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Section 1 – Mandatory Personal Details
Section 2 – Particulars of Former Service
Section 3 – Residency
Section 4a –
Section 4b –
Section 4c –
Section 4d –
Section 4e – Security /
Section 4f – Dress /
Age
Medical / Height
KSE
Convictions
Residency
Appearance
CO / OF4 ENDORSEMENT AT SECTION 4
Pers Pol
SO2 Rec Pol
Immigration
Security or
Related (Visas)
Residency Related
Section 5 –
ARITC Occ Med
Section 7 – Pers
Pers Sy(A) to ratify
Pers Pol
Pol (WF Pol)
(not AHQ)
SO2 Rec Pol
Section 6 –
WF Plans
2
Section 7 – Pers
Section 7 – Pers Pol
Section 7 –
Section 7 – Pers
Consults Home Office
Section 7 – Pers
Pol (WF Pol)
(WF Pol)
D Ops (ARITC)
Pol (WF Pol)
via Army Sec
Pol (WF Pol)
2
a.
Sections 1 – 4. Sections 1 – 4 are completed by the sponsor. Section 4
requires the sponsor to choose which element of policy they wish to apply to waive
and will open only those remaining sections which are relevant to that policy area.
The sponsor (not below OF4) must sign Section 4 and pass the AFB 203 to the next
user.
b.
Section 5. For medical waivers, only, Col/SO1 Occupational Medicine (OM) at
ARITC will offer an occupational medicine (OM) assessment and provide a
recommendation on employment. Col/SO1 OM should then pass the form to Work
Force Pol Branch, Pers Pol (A) (WF Pol) who will ensure Section 6 is completed.
c.
Section 6. WF Pol will seek E1 Workforce Plans advice and endorsement
regarding structural issues.
d.
Section 7. For all waivers, the final section is completed by the Competent
Military Authority (CMA). These are shown below and are generally in Pers Pol (A)
with the exception of KSE waivers and minimum age waivers (authority delegated to
D Ops) and security and residency waivers. Pers Sy (A) will only advise and provide
guidance on a case-by-case basis for security and residency waivers, Section 7 to
2 In exceptional circumstances, waivers to allow loading of JE recruits into a SE BT establishment will be
signed by D Ops ARITC and copied to Pers Pol (A) and the BT establishment. See para 40.035c.
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AFB 203 waiver will not be completed. Unless stated elsewhere in this policy an
authorised AFB 203 will remain valid for 12 months.
40.004 – 40.010. Reserved.
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Intentionally blank
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Part 2 – Policy Governance and Assurance
40.011.
Policy Governance. This AGAI serves as the single Service policy for Army
Recruitment. It is to be used in conjunction with JSP 545, QR(Army) and AGAIs, with DINs
and ABNs providing secondary policy notes. This AGAI (Volume 2, Chapter 40) forms part
of a hierarchy of policy but principally provides the necessary direction to Army Recruiting
and Initial Training Command (ARITC) Recruiting Branch (RB) to enable them to conduct
recruiting activity. The governance of recruitment policy will be through the Army HQ
Recruitment Policy Working Group (ARPWG) whose aim it is to develop, implement and
assure Recruitment Policy in order to ensure these activities support D Pers intent to
achieve full workforce balance. The governance hierarchy of recruitment policy is shown in
the figure below:
Hierarchy of Policy Governance and Reporting
PPO
PCB
ARPSG
TSLD
ARPWG
HQ Home
DALS
ARITC
Pers Sy
Pers Pol
Army Sec
APSG
Comd
40.012.
Policy Assurance. The development of recruitment policy will be managed
through the ARPWG. The ARPWG will report to the Army Recruiting Policy Steering
Group (ARPSG) and will inform and receive direction from the TSLD3 Working Group. It
may be appropriate that the ARPWG refers findings and recommendations to higher level
decision making committees within the Army, chiefly the Principal Personnel Officers’
Committee (PPO), however it will also feed into the workings of the Army Careers
Development Executive Committee (ACDEC), the Executive Committee of the Army Board
(ECAB) and the Army Command Group (ACG). The authority for the ARPWG is derived
from the PPO and will operate under the oversight of D Pers, as the Army lead for all
personnel issues.
3 TSLD stands for Talent, Skills, Learning and Development, renamed as of Jan 23 from TESRR, Training
and Education Standards, Recruiting and Retention. TSLD is a staff branch within CDP and therefore will
consider Joint Service policy.
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40.013.
ARPWG. The ARPWG will principally look at recruitment policies to ensure they
are relevant and appropriate for the workforce situation but, as required, it will also look
across existing and emerging policies that influence, or have the potential to influence,
recruiting activity in order to understand the impact of the changes and ensure they do not
constrain recruiting activity unnecessarily. WF Policy has the authority to develop and,
once endorsed, implement changes to personnel policy, including recruitment,
employment and discharge and therefore will be the lead for the ARPWG.
40.014.
Policy Development and Staffing Process. Should a change to recruitment
policy be required, the proposed change is to be raised at the ARPWG for consideration.
Each policy issue raised to the ARPWG is to have a sponsor responsible for introducing
the issue, and subsequently, for ensuring the ARPWG direction is carried out. Sponsors
will also be responsible for advising the ARPWG on the decisions that need to be made
and the appropriate level at which this is to be done. The Chair of the ARPWG will direct
the follow-on work and assign staff leads to ensure cross-branch coherence and to remove
overlap and duplication. Proposed policy changes will be raised to the Army Recruiting
Policy Steering Group (ARPSG) for endorsement.
40.015 – 40.020. Reserved.
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Part 3 – Recruitment Eligibility Criteria
Security 40.021.
General. All prospective recruits into the Army must undergo baseline security
checks using the Baseline Personnel Security Standard (BPSS) prior to Recruitment.
Although not an element of National Security Vetting (NSV), BPSS is nonetheless the first
stage of personnel security controls currently available to the MOD. The others, formal
vetting levels and part of NSV conducted by the UK Security Vetting (UKSV), are the
Counter Terrorist Check (CTC), Security Check (SC) and Developed Vetting (DV).
40.022.
Requirement. Unless applying for a higher level of NSV, all personnel recruited
into the Army after Jan 18 (less Gurkhas and CW personnel who come under separate
rules) must gain CTC4 prior to the completion of Basic Training. In exceptional
circumstances where UKSV has been unable to progress the CTC before the completion
of Basic Training a soldier may be granted a waiver to Initial Trade Training on the
authority of Hd Pers Sy(A) Sec. Similarly, in exceptional circumstances Regular Army
Personnel requiring SC or DV whose clearances could not be completed before
completion of Initial Trade Training may be granted a waiver into Fd Army on the authority
of Hd Pers Sy(A) Sec. Advice can be sought direct to Hd Pers Sy (A).
40.023.
Reserves. Unless recruits require a higher level of vetting (SC or DV)
unit
sponsors must apply for CTC5
for all Reserve personnel upon attestation or as soon as is
reasonably practicable thereafter and be completed no later than 12 months after
attestation. Should a Reservist subsequently fail the prerequisite required level of vetting
for their trade or post and cannot be employed in any other CEG, or fail to have had their
application successfully processed by the 12 month point, they are to be discharged under
AGAI 49 o
r QR(Army), para 9.414.
40.024.
Eligibility. In accordance with
JSP 440 Part 2 Leaflet 7 the level of security
clearance an applicant is eligible to assume is reliant on residency criteria and therefore
will impact upon their employability. The baseline eligibility for security cleared
employment (nationality and residency issues) is as follows, and is summarised at
Annex A6:
a.
BPSS or Entry CWSS. No residency requirements.
b.
Counter Terrorist Check (CTC). 3 years residency is required for all
applicants. Those who have not got 3 years residency immediately prior to
application may be considered by Pers Sy (A) Sec on a case by case basis for a
reduced residency requirement. It is not possible to conduct a CTC without some
period of UK residency.
c.
Security Check (SC). 3 years residency.
4
DInfo/ArmyCIO/ExecOutput/97 Implementation Of Counter Terrorism (CT) Checks For Army Recruits,
dated 22 Nov 17.
5 or where necessary SC/DV.
6 This includes British dependant territories, British Overseas citizens, or a British subject under the British
Nationality Act 1981, and Irish citizens.
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d.
Developed Vetting (DV). In cases where individuals require DV immediately,
there is a minimum of 5 years UK residency before application for British citizens and
6 years for dual British/ other nationals. Commonwealth nationals (except active 5-
eyes transferees) will generally require 7.5 years’ residency.
e.
Dual Nationals. Applications from individuals with dual nationality will be dealt
with on a case by case basis. Certain combinations, for example those involving
threat countries may require more than the minimum residency and will require
greater consideration. These individuals should be discussed with Pers Sy (A) Sec.
Those with Dual British nationality should refer to para
40.028.
f.
Enlisting at Risk. All elements of the recruiting pipeline remain essential to
confirming the eligibility and suitability of candidates for Army service. The single
change that has been approved by COS Fd Army is to permit Regular and Reserve
candidates to be enlisted and to commence training once all information gathering
aspects of Pre-Employment Checks have been completed and an application for
Disclosure Scotland/SC/DV/CTC has been submitted rather than preventing
enlistment until the results of the application have been received. If recruits
subsequently fail the prerequisite required level of vetting and cannot be employed in
any other CEG they are to be discharged under
QR(Army), para 9.414.
40.025.
Entry to Royal Military Academy Sandhurst (RMAS). Officer candidates with
insufficient residency for SC are permitted to start RMAS on a BPSS if they meet the
criteria to apply for SC no later than the 9 month point of the course. They should
undertake training with the same caveats as overseas cadets. RMAS should apply for their
SC at the earliest appropriate opportunity prior to the 9-month application cut-off point of
the course; the candidates should therefore receive SC prior to Initial Trade training. If they
are denied SC they are to be discharged as a defect on enlistment or may be offered an
opportunity to transfer to the ranks (into a trade that does not require SC).
40.026.
Waiver to Security Requirements.
a.
For security requirements, see
Annex A.
Nationality and Residency
40.027.
General. In order to be eligible for entry into the Army, candidates must either
be a British (see list below), an Irish or Commonwealth citizen (including dual nationals) or
recruited as a Nepalese citizen under the terms of the
Brigade of Gurkhas Policy
Directive7.
40.028.
British Nationality. As a rule, most individuals born on or after 1 January 1983
in the UK or a qualifying territory, and to a parent who is a British citizen or legally settled
in the UK, will be British citizens. Even British citizens must meet the residency
requirements laid down in Annex A to this instruction.
a.
There are 4 different types of British nationality. These are:
7 This is derived from the British-Indian-Nepalese Tri-Partite Agreement (1947).
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(1) British Citizen.
(2) British Overseas Territories Citizen.
(3) British Overseas Citizen.
(4) British National (Overseas) Citizen.
b.
Eligibility and immigration status of Non-UK Nationals. Non-UK is the term
used to describe those nationalities listed below who are eligible to serve in the UK
Armed Forces, but have no automatic right to live and work in the UK. They are
granted ‘exempt from immigration control’ status by the Home Office for the duration
of their Regular or Brigade of Gurkha service. Upon arrival at Basic Training, the
passports of these personnel must be sent to the Home Office at Croydon for the
exempt status to be inserted.
(1) Commonwealth citizens
(2) Gurkhas
(3) Nepalese citizens who transfer out of the Brigade of Gurkhas to serve in
the wider Army (or Armed Forces)
(4) British Overseas Territory Citizens
(5) British Overseas Citizens
(6) British National (Overseas) Citizens
c.
In all cases, those non-UK nationals wishing to join the Reserves will first have
to demonstrate they have settled status in the UK (Indefinite Leave to Remain (ILR)
or Indefinite Leave to Enter (ILE)) before enlistment in the Army Reserve as a
secondary employment; see para
40.030.
d.
Residency and security requirements of British Nationals. Security
requirements exist entirely separately to the type of British nationality an individual
holds. Even British citizens must meet the minimum residency requirements laid
down in Annex A, dependent on role. For example, a British citizen who was born in
the UK but who has lived abroad for many years (e.g. as expatriates or overseas
workers) will still require a waiver if they did not fulfil the residency requirements for
their proposed role in full. It is impossible to provide a clear set of eligibility for waived
residency but factors will include the age of the applicant, the territory they are
resident in, whether they have relatives who are resident in the UK, and their degree
of financial independence.
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40.029.
Commonwealth8. As of 5 November 2018, Commonwealth recruitment has
been increased to up to 1,350 per annum across the Armed Forces, and the five year UK
residency criteria for immigration purposes implemented in July 2013 was removed. The
15% limit on the number of Commonwealth serving in the RLC, QARANC and RADC
which had been implemented in 2009, was extended to every cap badge. The number of
places available to the Army is up to 1,000 per annum, and is coordinated by Pers Pol (A)
with any agreement to exceed this number needing prior permission from Hd Army Pol
Sec. Any Commonwealth citizens who apply to transfer from their own Armed Forces/have
previously served in another Armed Forces must be included in the Commonwealth
recruitment limit.
40.030.
Army Reserve Applicants. A candidate will normally be eligible if:
a.
They are a UK Citizen and hold a full British Passport or are an Irish citizen
resident in the UK,
or:
b.
They hold Commonwealth citizenship and have Settlement (Indefinite Leave to
Remain (ILR) or Indefinite Leave to Enter (ILE)9) in the UK at the time of application
to join10 and will be resident in the UK on enlistment11. Citizens of the Republic of
Cyprus and Malta may join the Reserves without Settlement (ILR/ILE) as EU
citizenship confers the right to live and work in the UK. They currently require CTC
and therefore 3 years of residency.
c.
They hold a non-UK nationality provided that they have had at least 4 years’
reckonable service in the Regular Army and have Settlement (ILR/ILE), and will be
resident in the UK on enlistment12.
d.
Reserve Service. Persons serving in the reserve of the Royal Navy, Royal
Marines, Royal Air Force or the Police Service of Northern Ireland (PSNI) may not
enlist unless approval has been given by the appropriate department of the Ministry
of Defence to the officer in charge of the authority administering the reservist.
Approval is to be obtained by the unit by a submission in the form of the
memorandum shown in
AFE 20034.
e.
Merchant Navy. Members of the Merchant Navy may enlist only if the unit is
satisfied that the candidate can reasonably be expected to fulfil their training liabilities
and be available for mobilisation.
8 A list of Commonwealth countries, as determined by the
Council of Commonwealth Heads of Government, is at
Annex B. 9 ILR and ILE are the same immigration status and are known as ‘settlement’.
10 Those resident overseas can begin the application process as long as they fulfil all the other criteria and
have Settlement.
11 UK, Isle of Man, Commonwealth and Republic of Ireland citizens resident in Germany (including a BFPO
addresses) may enlist into 412 Troop RE Army Reserve. UK, Commonwealth and Republic of Ireland
citizens resident in the Channel Islands may enlist into the Jersey Field Squadron RE (M).
12 UK, Commonwealth and Republic of Ireland citizens resident in Germany (including a BFPO addresses)
may enlist into 412 Troop RE Army Reserve. UK, Commonwealth and Republic of Ireland citizens resident in
the Channel Islands may enlist into the Jersey Field Squadron RE (M).
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40.031.
Citizens of Botswana. Botswana is a Commonwealth country. However, the
Botswana Government has ruled that their citizens are not permitted to join the Armed
Forces of another country. Those that do will face arrest and subsequent prosecution
should they return to Botswana unless they are in possession of a Presidential letter of
authority providing them with exemption. As such:
a.
Recruiting Group
must not recruit citizens from Botswana who do not
have a Presidential letter of authority.
40.032.
European Union citizens. EU citizens are not eligible to join the UK Armed
Forces with the exception of Ireland, which enjoys special status, and Cyprus and Malta,
which are Commonwealth countries.
40.033.
Passport Validity. Overseas applicants must hold a passport valid for 2 years13
on application and 18 months on enlistment.
40.034.
Waiver to Immigration Status and Residency Requirements. From 16 Nov
18 onwards and until further notice, there is no requirement for CW recruits to demonstrate
residency in order to join the Regular Army. This means they are not immediately eligible
for CTC application, a minimum mandatory requirement for most recruits, and which
requires a period of UK residency. Instead, the Army will conduct an alternative initial
assessment in place of BPSS, the Entry CW Security Standard (Entry CWSS), which will
be used to screen and provide assurance until a full CTC is conducted no later than the 3rd
anniversary of the individuals’ enlistment date. Recruits will be enlisted ‘at risk’. As a
consequence, all CW SP recruits are to be carefully monitored and tracked throughout
their service to the point in which they can acquire the appropriate level of NSV. In
addition, rigorous ID checks will be carried out at multiple points within the Recruiting
Pipeline, ensuring the applicant/candidate/recruit is the individual to whom the Letter of
Invitation was issued. From arrival at Basic Training CW SP will be clearly identified on
JPA using the ‘Assignment Restrictions’14 tag, and throughout their career until the point in
which they have obtained the minimum NSV level of Security Clearance.
Age
40.035.
Soldier Entrants. The minimum age a person may begin the formal application
process for the Regular Army is 15 years 7 months, however 15 years and 9 months is the
minimum age for attendance at any selection process. A person may not be enlisted
before the age of 16 years and before officially leaving school. Other than those enlisting
to RCAM and the QARANC, candidates for the Regular Army must not exceed 36 years
on the date of enlistment. RCAM candidates may be 36 years 11 months at the date of
enlistment. The rules to determine an adult or junior soldier15 is as follows:
a.
Adult Soldier. A soldier over the age of 17 years 6 months on commencement
of Standard Entry training courses.
13 Reduced from 4 years on ARPWG direction. DM(A)/15_Policy_Recruiting Pol dated 23 Mar 16 refers.
14 JPA Request for Change has been submitted; this option is currently not available; once live on JPA,
PERS POL(A) will inform all stakeholders.
15 In accordance with QRs(A) Annex A to Chapter 9.
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b.
Junior soldier. A soldier under the age of 17 years 6 months. Roles and age
requirements are based on the requirement to drive and Short (16 years 3 months or
16 years 6 months) or Long (16 years) course loading.
c.
Once successful at AC, some candidates in exceptional circumstances due to
their age, may find themselves a few months from their Basic Training start (BTS)
date. In order to reduce the risk of voluntary wastage, D Ops ARITC is authorised to
own the decision and risk acceptance to allow candidates to enter an earlier BTS
following a case-by-case review as part of the routine MJP process. These decisions
will be based on the level of resource and support that the relevant Training
Establishment can facilitate and in collaboration with the receiving RHQ, provided
that there are robust risk mitigations in place and also parental consent. Waivers to
allow loading of JE recruits into a SE BT establishment will be signed by D Ops
ARITC and copied to Pers Pol (A) and the BT establishment.
Age (Years)
Ser
Arm/Service
AFC (Harrogate)
Min
Max
(a)
(b)
(c)
(d)
1
AAC
16.6
17.6
2
AGC SPS
16.6
17.6
3
Infantry
16.0
17.6
4
RA
16.0
17.6
5
RAC/H Cav
16.0
17.6
6
RE
16.6
17.6
7
REME
16.6
17.6
RLC
16.6
17.6
8
Driver
16.3
17.6
9
R SIGNALS
16.6
17.6
40.036. Parental Consent. In accordance with
JSP 830 Part 1 Chapter 18, for a
person under the age of 18 years to enlist in the Army, signed consent16 of either parents,
a guardian or person with parental responsibility must be obtained before the application
can proceed. By exception, if a candidate arrives at the Army Careers Centre for the Army
Brief/Interview without consent, the Careers Adviser may phone the parent and request
email confirmation to continue with the meeting. If no confirmation can be obtained, the
meeting must be cancelled and re-scheduled when consent can be provided.
a.
Enlistment without consent. In extremis, a recruit over the age of 16 years
and under the age of 18 years may be enlisted without anyone’s consent if no
appropriate person exists. With the benefit of legal advice, the approval of Hd Pers
16 Recruiting Branch administer consent forms, which require a parental ‘wet’ signature, returned to RB who
scan and record for audit and assurance.
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Pol is required to enlist a recruit who is under 18 and who does not have the consent
of anyone with parental responsibility.
b.
U18 Duty of Care. Candidate nurturing for U18s is to take place either under
the direct supervision of Disclosure and Barring Service cleared staff at ACCs or
Outreach Teams, or with a candidate’s parent or legal guardian present.
40.037.
Care and Supervision Orders. Candidates who are the subject of care or
supervision orders which have been made for reasons other than for the committing of a
crime, eg because of parental neglect or in need of care and protection, may be
considered for entry before the court order has run its full course, provided they appear
suitable in all other respects, and possesses a Letter of Recommendation from the Local
Authority. The Local Authority letter of recommendation is held electronically on
recruitment ICT. Signatories to the letter of authority are as follows:
a.
Where the candidate is the subject of a Care Order the only signature required
is that of the person authorised by the Local Authority concerned.
b.
Where the candidate is the subject of a Supervision Order, the signature of a
person authorised by the supervising authority is necessary in addition to the
signatures referred to above. The date of expiry of the order is also to be given.
40.038.
Officer Entrant. As a rule, all civilian candidates seeking a commission in the
Regular Army should be over 17 years and 9 months and under 30 years on entry to
RMAS. Exceptions apply to Officer entry to the Army Officer Scholarship Scheme (15yrs).
Confirmed cadets will be accepted on a case by case basis up to the age of 16.
40.039. Reserves. Guidance on the age of entry for the reserves is contained in
Reserve Land Forces Regulations, the key points to note are as follows:
a.
Minimum Age.
(1)
Reserve Officers. The minimum age for appointment to a commission is
18 years (21 years for QARANC). All Reserve officer candidates must be over
18 years old before they attend AOSB Main Board. Exceptions apply to those
applying to complete a Gap Year Commission.
(2)
Reserve Other Ranks. The minimum age for soldier entry into the Army
Reserve is 18 years; candidates may now apply online 3 months prior to their
18th birthday. This will enable an Army Reservist to enlist at 18 years of age or
as soon as practicable thereafter. Responsibility for nurturing under 18 (U18)
Reserve candidates lies with the National Recruiting Centre Candidate Support
Managers and the Army Careers Centres. Only once the candidate has reached
the age of 18 years are Reserve units to take on the role of nurturing.
b.
Maximum Age. For Reserve Group A soldiers and officers, the maximum age
for enlistment is as follows:
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(1)
Reserve Officers. The upper age limit for appointment to DE
commissions on entry to RMAS on Module C of CC(S) is the day before the
candidate’s 50th birthday.
(a) Candidates who have previously held a commission in the Regular or
Reserve Forces of the Crown or the Commonwealth may be considered
on a case-by-case basis by the relevant A&SD and authorised by Head
Personnel (Army) up to the day before their 57th birthday in order for a 3
year assignment to be completed.
(b) The upper age limits for Specialist Commissioning are as follows:
(i)
Group B: 65 years.
(ii) Group C: 55 years.
(c) The upper age limit for a soldier commissioning through the Senior
Soldier Entry (SSE) process is the day before their 50th Birthday.
(2)
Reserve Other Ranks. The upper age limit for civilian enlistment is the
day before the candidate’s 43rd birthday. The upper age limit for serving and
ex-Regular/Reserve soldiers is the day before the candidate’s 52nd birthday.
The upper age limit for civilian candidates seeking a specialist entry into the
Army Reserve is the day before the candidate’s 50th birthday.
Medical and Physical Entry Standards 40.040.
Medical. Medical examiners (ME) are to refer to the detailed guidance on
recruitment medical standards and grading of candidates contained in
JSP 950 Part 1
Leaflet 6-7-7 Section 4
. AGAI 78 contains further detail on the entry and retention
requirements for Officers (Part 3) and Soldiers (Part 4). AGAI 78 Part 8 describes the
procedures to be used for the medical assessment of candidates prior to enlistment or
commission and during Basic Training and subsequent Initial Trade Training. The Medical
Employment Standards on Entry are common for all
ab initio (external from the beginning)
candidates, (officers and soldiers [Junior Entry and Standard Entry], Regular and
Reserve17). The standards for re-instatement of trained officers (into Regular or Reserve
including FTRS) and re-enlistment of trained OR is in Part 4, para 40.078.
40.041.
RFT(E).
a.
General. The Role Fitness Test on Entry (RFT(E)) test protocols and standards
are owned and set by Prof Dev. They are summarised at Annex C to this AGAI.
RFT(E) is to be conducted at Assessment Centre (ACs) or similar ARITC facilities
and is to be conducted and supervised in line with current physical testing policy.
Soldier (Regular and Reserve) candidates will be required to meet the RFT(E)
standard for whichever capbadge and trade they are seeking entry into. DE officer
17 Applies to all Army Reserve applicants including Group B.
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candidates (Regular and Reserve) will be required to meet the GCC RFT(E)
standard. PQO candidates will be required to meet the appropriate RFT(E) standard
for whichever Corps they are seeking entry into. Candidates who cannot attempt
RFT(E) due to an unknown SCT status may not progress to training until either their
SCT status is known and they are able to conduct the RFT(E) or they have
completed the appropriate physical training build up package through the Soldier
Development Course (SDC) or a similar pathway.
b.
RFT(E) and rejoiners. Any rejoiner candidate who is moving from one
capbadge or trade to another which has a higher RFT(E) standard, including a
Regular capbadge to a different Reserve capbadge, will be required to complete an
RFT(E) and will be required to meet the RFT(E) standard for whichever capbadge
and trade they are seeking entry into. Candidates who fail to meet the RFT(E)
standard are to be offered a re-test in accordance with para 40.043. If they fail to
meet the appropriate standard again their application is not to be allowed to proceed
and they are to be advised to seek an alternative capbadge or trade.
c.
RFT(E) Re-Testing. Where an applicant fails to gain the necessary result for
their preferred capbadge or trade, and provided that in all other respects they are
suitable for that role, Assessment Centre Interviewers may defer the applicant for a
RFT(E) re-test. Applicants must repeat all parts of the RFT(E) not just that in which
they have failed to gain the correct result. RFT(E) re-tests can be attempted subject
to:
(1)
A minimum deferral period of 14 days between tests.
(2)
Agreement from the Physical Training Instructor that there is a reasonable
chance of success. This may include a recommendation for a specific period of
remediation, which is not to exceed 6 months.
40.042.
Body Mass Index (BMI). Agreed Joint Services entry standards for BMI, a
measure of the ratio of weight (kg) and height (m) recorded in units of kg/m, are described
in detail
in JSP 950 Part 1 Section 3 Annex C. Joint Medical Policy allows for single
Service adjustments during selection through single Service Medical Entry Staff. With the
endorsement of SHA(A) and Col OM, the Army applies a degree of flexibility in BMI
standards in order to maximise the number of suitable applicants progressing through the
recruitment process. This flexibility is based on a candidate’s full Body Composition
Measurement (BCM) consisting of Waist Circumference (WC) together with BMI, and their
associated risk of long-term ill-health based on NICE guidelines18.
40.043. BMI, WC and RFT(E) Entry Standards for Basic Training and
Commissioning Course (CC)19. All candidates with a BMI of between 18.0 and 29.9 who
pass RFT(E) may proceed direct to Basic Training. Candidates with a BMI Between 30.0
and 32 need to have their waist circumference (WC) measured. Those with a WC of up to
98cm in males or up to 84cm in females may proceed to Basic Training providing they
passed all elements of RFT(E). Those with a BMI of 32.1 to 33.5 and a WC of less than
102 cm in males or 88cm in females
may proceed to training providing they passed all
18
NICE Guidelines. 19 This policy does not remove the ability for SPSOs to waiver candidates, providing their BMI is below 33.6.
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elements of RFT(E). The timing of commencing BT/CC should be carefully considered to
allow the individual the opportunity to reduce weight and gain fitness. In the past this
cohort were required to attend the Soldier Development Course (SDC) for soldiers eligible
for Standard Entry, or the Leadership Development Course (LDC) for Officers but these
courses are not available or suitable for all candidates.
Table below provides clarity on the candidate types and route to Basic Training or
Commissioning Course.
Candidate
Waist
Ser
BMI Range
RFT(E)
Destination
Type
Circumference
(a)
(b)
(c)
(d)
(e)
(f)
Male &
Direct to Basic Training
1
18 - 29.9
Not required
PASS
Female SE
/ CC
2
Male SE
30 - 32
≤ 98 cm
PASS
Direct to Basic Training
/ CC20
3
Female SE
30 - 32
≤ 84 cm
PASS
Advise weight reduction
4
Male SE
32.1 - 33.5
< 102 cm
PASS
and consider timing of
Load To
5
Female SE
32.1 - 33.5
< 88cm
PASS
Training21
Male &
6
≥ 33.6
N/A
FAIL
Fail
Female SE
40.044. Standard Entry Soldier Selection. Medical Examiners (ME) at the Pre-Service
Medical Assessment (PSMA) are authorised to allow candidates of 18 years of age22 and
over to proceed to day 2 of the soldier selection to conduct the 2km run23 (RFT(E)) when
they are deemed medically fit and have a BMI no greater than 33.5 and no less than 18.0.
This direction does not remove the requirement for the candidates to ultimately meet the
Joint Standard prior to entering service and starting Basic Training.
a.
Reservist Medical Boards. A full medical board, conducted under the terms of
AGAI 78 Army Medical Employment Policy Appendix 4, and requested through a
Regional Occupational Health Team within Defence Primary Health Care, is to be
held on all applicants who are in receipt of a disability pension of 20 per cent or more,
from whatever source, or who were discharged from former service on medical
grounds.
b.
All previous medical documents are to be made available to the board who,
after completion, are to record their finding on F Med 23 and complete App 9 to
AGAI
78 Army Medical Employment Policy.
20 Candidates may still be at high risk of injury. Monitoring required for drops in performance that may be
attributed to having a high BMI/WM.
21 Previous versions of AGAI 40 recommended Soldier Development Course (SDC) and Leadership
Development Course (LDC) for this group however LDC no longer available, limited availability of SDC and
access to course difficult for Reserves (4 weeks duration).
22 Candidates who are under 18 must have a BMI of 17 - 29.9. They are not eligible for waist circumference
adjustment or SDC loading.
23 Comd HC has agreed that the MSFT will replace the 2km run until further notice.
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c.
On completion of the medical board, all medical documents and
AFB 203 are to
be passed to the Comd Med at Div HQ for a ruling. If an applicant is accepted for
service, the unit is then to submit the documents, with the other enlistment
documents, to the relevant recruiter for further action.
Reservist Below Medical Standard. d.
Medical Procedures. Candidates who declare medical histories during the
recruiting process which require special consideration on medical grounds (eg a
need for specialist opinion and/or Service occupational medicine assessment) will be
identified in the application process and managed appropriately by the National
Recruiting Centre. All ranks can attend Arms Selection Boards without having
undertaken a medical examination, but a medical examination is required before
undertaking physical selection tests.
e.
Professionally Qualified Applicants (Soldier entry). Application for Special
Enlistment Authority for professionally qualified individuals who are below normal
entry criteria must be made using the Army Form
(AFB 203) procedure. The Chain of
Command is to submit documentation via the respective Head of Capability to Pers
Policy (A) for consideration. Applicants are not to be attested until Pers Policy (A) has
given authority.
40.045.
Maternity Policy and Recruitment. The Army’s overarching policy for the
management of pregnant personnel, including during recruiting and selection, is that
women are not to be treated less favourably because they are pregnant or for any other
reason connected with pregnancy.
Medical entry policy for pregnancy is covered in Annex
J to Section 4 o
f JSP 950 Part 1 Leaflet 6-7-7. Candidates who declare pregnancy prior to
enlistment are unfit for service and should have their application deferred for the period
specified in JSP 95024. Those who declare they are pregnant after enlistment should be
graded L4E6 and managed in accordance with current single-Service policies.
40.046.
Waiver to Medical Entry Standards. Exemptions to the medical entry
standards may be granted by Pers Pol(A) in exceptional circumstances and as a
mechanism to ensure the Army is able to recruit exceptional candidates or those with
specialist or highly sought after skills. Applicants for Professionally Qualified Officer
(PQO), Specialist Reserve Officer (SRO), Professionally Qualified Soldier (PQS) roles,
Bandsmen or technical CEGs on the Regular Army Targeted Loading Group (TLG) are
more likely to be applicable to this definition. See AFB 203, Annex Q. The process is as
follows:
a.
Stage 1. Sponsors input. Applications are to be sponsored by the receiving
Commanding Officer or Head of Capability who will be responsible for employing the
individual in their unit. The sponsor is required to complete Sects 1-3. It is essential
that the sponsor incorporates adequate detail on progress to date in terms of the
medical screening process (for example, failed AC) and as much justification as
24 This is subject to regular review and therefore the period of deferral is not specified here.
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possible in order to provide sufficient information for an occupational medical
recommendation to be offered. The minimum information required includes:
(1) Proposed duties and responsibilities.
(2) Proposed hours and patterns of work.
(3) The precise proposed role and location.
(4) Any special requirements of the proposed role.
(5) Any expectations to deploy on exercise or deployment on operations.
(6) Sponsors must also ensure that all application have been fully medically
screened and assessed through the normal NRC application process. This
includes exhausting all appeal options and in most cases, will require
completion of a face-to-face medical (PSMA). These are essential preliminary
information gathering stages that will inform the eventual Army Recruiting and
Initial Training Command (ARITC) Occupational Medicine (OM)
recommendation.
(7)
However, if it is unequivocally fixed from the outset that a Level 2
appeal will not be upheld, ARITC OM would welcome early dialogue with
the sponsoring unit.
b.
Stage 2. The sponsor completes Sect 4b with non-medical in confidence
details, including AC details.
c.
Stage 3. The sponsor must then sign the application at Sect 4b before
forwarding to WF Pol in Pers Pol(A). Minimum rank for sponsor input is OF4.
d.
Stage 4. WF Pol will conduct review the application to ensure policy
compliance, returning it to the sponsor where additional input to stages 1-3 is
necessary, before forwarding to Occ Med at ARITC.
e.
Stage 5. Occ Med will complete Sect 5 with recommendations and either
support or not support the waiver before returning it to WF Pol who will forward to the
relevant Workforce Plans representative.
f.
Stage 6. The Workforce Plans representative will comment on structural issues
within the relevant rank/trade including:
(1) Current workforce requirement in the CEG/trade cohort and sponsoring
unit.
(2) The likely gainful employment of the candidate in their CEG/Trade role
given the maximum permissible JMES indicated.
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(3) The likelihood of career advancement in trade, completion of CLM and
promotion.
(4) Any other specific information that E1 Workforce Plans feels appropriate to
shape and inform the final Employment decision whether or not to permit the
sponsor to employ the candidate.
g.
Then will either support or not support the waiver before returning the waiver to
WF Pol in Pers Pol(A).
h.
Stage 7. WF Pol will review the case before endorsing or rejecting the
application. The final decision will be sent to the sponsor, ARITC OM and Workforce
Plans representative. Where an application is upheld the ARITC OM recommended
JMES is the highest possible medical grade in which the candidate can be employed
without MO consultation with Col/SO1 OM ARITC. It is the sponsor’s decision
whether to then proceed if authorised to do so, if the candidate is recruited, a copy of
the AFB 203 must be uploaded into the PAPMIS documents library. It is the
sponsor’s responsibility to communicate Pers Pol (A)’s employment decision to the
applicant.
i.
Unless otherwise stated by Pers Pol (A) on an approved AFB 203, the waiver
will remain valid for
12 months from the date of authorisation25. The AFB 203 is not
the appropriate mechanism for the submission of applications from Serving
personnel for Late Entry Commission in the Regular Army or Senior Soldier Entry
Commission into the Reserves26.
40.047.
Height Requirements. Due to anthropometric considerations, the minimum
height for entry to the Army is set at 155cm27. Certain Job Codes and Career Employment
Groups (CEG) are exceptions to this rule as follows:
Ser
Arm/Service
Height Min/Max (cm)
(a)
(b)
(c)
1
AAC Aircrew
167 – 193
RLC Chef, Mariner, Ammo Tech Postal
2
148
& Couriers and Mov Con
3
RCAM
148
4
AGC (SPS)
148
40.048.
Waiver to Height Requirements. There may be occasions where a candidate
is just under the minimum, and they are declared committed to a particular employment.
Exemptions to the height requirements may be granted by Pers Pol (A) and applications
are to be made using AFB 203, Annex Q in consultation with the relevant SPSO.
25 After which L5 graded individuals will need to further apply for retention in line with the extant medical
employment policy.
26 Such application should be made directly to PERS POL(A) Pol in line ACRs, Part 2, SSE pathway.
27 MAN SV acceptance User Requirement was stated as operators need to be within 5th to 95th percentile.
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Education Selection Standards 40.049.
Officer Entrants’ Educational Standards. The Universities and Colleges
Admissions Service (UCAS) system for Direct Entry officers (Regular and Reserve) is set
at 72 UCAS points. The number of subjects that contribute to UCAS 72 is restricted to the
candidate’s best three subjects with a minimum of two subjects at National Level 3 or
National and International equivalents. A first degree is no longer accepted as an
automatic waiver to UCAS attainment. New Level 3 Qualifications, T Levels, will be
introduced from Sep 2020 and will attract UCAS tariff points. The lowest grade pass for a
T Level will attract 72 UCAS tariff points, meaning a T Level qualified candidate will meet
the academic standards. Candidates seeking officer entry who have gained educational
qualifications in the Scottish education system must have achieved a Credit Standard
Grade award of at least Grade 2 or Intermediate 2 award of at least Grade C in English
Language, in Mathematics, and in either a Science or a Foreign Language. Further they
must have achieved an indicative level of 34 points from their 5-7 best subjects gained at
either Credit Standard Grade, General Standard Grade, or Intermediate 2 or Intermediate
1. A combination of awards is acceptable. A ‘certified statement of results’ will be accepted
in lieu of original academic qualification certificates when applicants are unable to prove
their academic credentials.
40.050.
Soldier Entrants’ Educational Standards. In line with Section 6.2 of
JSP 822
the Army adopted Functional Skills (FS) awards in Sep 12 as the measure for
demonstrating Literacy and Numeracy (L&N) skills attainment28. The L&N standards for
entry are shown in the following table:
Minimum Standards
Ser
Timing
Speaking &
FS (English)
FS (Maths)
Listening
(a)
(b)
(c)
(d)
(e)
1
Regular (On enlistment)29
EL2
L1
EL2
2
At start of Initial Trade Training
EL3
L1
EL3
3
Reserves & MPGS30
EL3
L1
EL3
In addition, Mandatory Academic Qualifications (MAQ) for certain employment categories
are set by the respective Heads of Capability and the detailed standards are contained
within the relevant Arms/Corps job profiles on recruitment ICT for both Regular and the
Reserves. MAQs are normally shown as English qualifications on the job profiles, but
28 Functional skills are defined as “the core elements of English, mathematics and ICT that provide an
individual with essential knowledge, skills and understanding to enable them to operate confidently,
effectively and independently in life, education and work.” The MOD has adopted FS provision and awards
for all Armed Forces personnel, wherever they are stationed – unless local arrangements make this
impracticable and
appropriate equivalent qualifications are available and acceptable to Service
requirements.
29 In accordance with MOD (TSLD) direction, ARITC retains the flexibility to adjust recruit entry standards to
meet Army requirements. This flexibility is given on the assurance that the minimum L&N standards for all
those joining Phase 2 training will be enforced and delivered, within resources.
30 Whilst Regular soldiers have the duration of their Phase 1 training to reach EL3, Reserves and MPGS do
not and therefore are required to join at a higher level for both L&N.
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equivalent qualifications are also accepted. A ‘certified statement of results’ will be
accepted in lieu of original academic qualification certificates when applicants are unable
to prove their academic credentials.
Applicants who have not completed secondary
education (due to expulsion or traveller lifestyle) may be processed providing they pass all
mandatory entrance tests. The selection and testing process is owned by RB and includes
the following:
a.
Employability Aptitude Test. A candidate’s eligibility to train for a role will be
determined by the results achieved in the Employability Aptitude Test. The test score
determines the General Trainability Index (GTI) of an individual which in turn links to
the CEG entry standards. A test score is valid for 24 months. These entry standards
are set by the Heads of Capability and are given directly to ARITC. Current
requirements are contained in Annex D. Candidates can attempt the Employability
Aptitude Test a maximum of three times and there must be a minimum of 28 days
between tests.
b.
Cognitive Shading. To improve inflow, ARITC and Recruiting Group (RG) under
direction of Pers Pol (A), conducted a series of Cognitive Shading Trials from 2018-
21 to track and monitor recruits to determine whether taking risk on specific entry
standards at Assessment Centres (AC), would have an adverse effect on recruit
training outcomes. Following these successful trials, it was agreed that Cognitive
Shading (CS) should remain as an enduring tool available to ARITC/RG to sustain
Basic Training Starts (BTS)/inflow. ARITC are to raise proposals for which CEGs are
to be shaded at the ARPWG each Jan for provisional approval. Following agreement
at the ARPWG in Jan of each year, ARITC are to staff the proposals to WF Plans.
Once agreement has been ratified by WF Plans and the Corps Cols of the
Capbadges concerned (including E1 WF Planners), ARITC/RG are to disseminate
the outcome to the ACs. WF Plans are to request authority from WF Pol to permit
Cognitive Shading from 1 Apr at the commencement of a new RY.
c.
Functional Skills Assessment (FSA). Unless exempt (previous attainment of
A*-C31 in English and maths), the Army requires all candidates, including those for
the Army Reserve, to undertake Functional Skills Initial Assessments to establish
their level of literacy and numeracy. Regular candidates must achieve Entry Level 2
or above. Army Reserve candidates must achieve at least Entry Level 3. All those
with literacy or numeracy skills assessed at EL1 or below, irrespective of finishing on
time or not, are to be deferred entry. Candidates must also pass the English
Speaking and Listening Test at Level 1 or above. Testing is carried out at the
Assessment Centre (AC) and test results are only valid for 24 months from the date
of the pass. Candidates can attempt the FSA a maximum of three times and there
must be a minimum of 28 days between tests.
d.
Technical Selection Test (TST). In addition to the British Army Recruit Battery
(BARB) test, those applicants considered eligible for a technical CEG will be required
to take the Technical Selection Test (TST). The respective Capability/Arms and
Service Directorate will set the TST and the outcome of this will confirm a candidate’s
suitability for technical training and hence the score required varies depending on the
31 From 2017, students in England will sit reformed English and Mathematics GCSEs graded from 9 (highest)
to 1. The equivalent of A*-C will therefore be grades 9-4.
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CEG the applicant is entering. Candidates can attempt the TST a maximum of three
times and there must be a minimum of 28 days between tests. Any rejoiner candidate
who is moving from one capbadge or trade to another which is classed as technical,
including a Regular capbadge to a different Reserve technical capbadge, will be
required to complete a TST. The outcome is to be recorded on DRS and the
candidate is to meet the appropriate standard for the new capbadge, otherwise their
application is not to be allowed to proceed and they are to be advised to seek an
alternative capbadge or trade.
e.
On failing a third attempt at any of the educational assessments, a candidate’s
application is to be rejected. A minimum of 12 months must then pass before a
candidate can re-start the application process.
40.051.
Academic Qualification Waiver. Applicants who are unable to meet the
educational entry standard or are unable to prove their academic credentials may be
considered for entry by the following, with assurance provided by Pers Pol (A):
a.
Officer Entrants. AOSB civilian entrants and those educated overseas32 are
considered by the AOSB Senior Educational Advisor33 for a qualifications waiver on a
case by case basis.
b.
Soldier Entrants. For both Junior and Standard Entry, exceptions to Soldier
Entrants’ Educational Standards which fall outside permitted cognitive shading (see
para 40.050b) may be granted in exceptional circumstances by the military
judgement panel (MJP) chaired by D Ops ARITC. Applications are to be made using
Annex Q, AFB 203, Section 4c Knowledge, Skills and Experience (KSE).
Diversity and Inclusion
40.052.
General. The Army is committed to the continuing development and use of
Service policies, practices and procedures which, within the framework of the law, seek to
eradicate discrimination against any group or individual, whether military or civilian, on
unlawful grounds. Every possible step is to be taken to provide genuine equality of
opportunity to all personnel, and all who seek to undertake a career in the Army.
40.053.
Key Tenets. The key tenets of the Army policy on D&I are covered in
AGAI 75,
and is owned by Pers Pol(A) D&I Team. It covers compliance with the Equality Act 2010
and the Army’s obligations under the Public-Sector Equality Duty which require action that
seeks to eradicate discrimination and advance and promote equality of opportunity. It also
provides the definitions, policy and guidelines on the personal characteristics that are
protected in law, and to which the Army must comply. These include:
a.
Race.
b.
Religion, belief or non-belief.
32 Candidate Support Managers for individuals from overseas can apply to UK National Recognition
Information Centre (NARIC) to have their qualifications assessed and a statement of comparability issued.
More detail is available from
https://www.naric.org.uk/naric/ 33 This does not require PERS POL(A) endorsement.
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c.
Gender.
d.
Sexual Orientation.
e.
Gender Reassignment.
f.
Marriage and Civil Partnership.
g.
Pregnancy and Maternity.
h.
Customer-facing recruiting and selection staff are uniquely positioned to present
the Army as a demonstrably inclusive employer, committed to identifying real talent
and potential. This requires them to understand and challenge their own prejudices
and unconscious bias34 to ensure they do not discriminate, nor make snap
judgements on suitability based on unprotected characteristics such as socio-
economic group, appearance or background. ARITC are to ensure that all such staff
are appropriately trained.
40.054.
Transgender Personnel. The policy for the recruitment and management of
Transgender personnel in the Armed Forces is laid down in
JSP 889 and must be referred
to in all cases during the processing of any transgender applicant. Potential recruits may
reveal that they are transgender or be found to be undergoing, or to have completed,
treatment at the initial medical examination. Applications to join the Armed Forces from
transgender people should be processed in the same way as any other application but it
should be noted that applicants must be fit for enlistment at the time that they go through
the enlistment process and at the time of Basic Training Start/Commissioning Course. It
would be unlawful to reject an applicant because they are a transgender person but they
must meet the medical entry standards. Advice should be sought from the Army D&I policy
lead, SO1 Diversity in Pers Pol(A).
Dress and Appearance
40.055.
General. Detailed guidance on Dress and Personal Appearance is contained in
AGAI 59.
40.056.
Religious Dress. The Armed Forces recognise different religious beliefs and
equally the need to observe specific codes of dress in accordance with particular religions.
Special religious and cultural considerations for wearing uniform are contained at Annex B
o
f AGAI 59. 40.057.
Tattoo and Body Modification. The policy on tattoos and body modification is
owned by Pers Pol (A) (Pers Svcs) and is contained in QRs, AGAI 59 and
ABN 13/22. It is
Army policy that a person with tattoo marks which, because of size, position or nature, are
unacceptable and detrimental to the Service may be ineligible for enlistment, re-enlistment
or continued service in the Army. Similarly, certain piercing, because of size, position or
34 Unconscious bias is a bias that happens automatically and is triggered by our brain making quick
judgments and assessments of people and situations, influenced by our background, cultural environment
and personal experiences.
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nature, may render a person ineligible for enlistment, rejoin or continued service in the
Army. Unacceptable tattoos may result in an application being made for discharge under
QR(Army), Paragraph 9.414
(Services No Longer Required).
40.058.
Waiver to Dress and Appearance. A case can be made using Annex Q, AFB
203 to waive dress and appearance requirements where it is in the interests of the Service
to do so. This may apply in cases where applicants possess specialist or highly sought
after skills.
Financial Considerations
40.059.
Security Clearance and Credit Reference Check. Only candidates requiring
security clearance will automatically receive a financial background check, which may or
may not result in the candidate being given security clearance. It must be remembered
that while financial difficulties may not constitute a security risk, they may be an indication
of conduct which is incompatible with service life. As part of the security clearance, a credit
reference check for all candidates over the age of 19 years is required. The check may
reveal serious financial difficulties and the existence of any unpaid County Court
Judgements against a candidate.
40.060.
County Court Judgements. Existing County Court Judgements (CCJ)
(England and Wales) or Decrees (Scotland) are not a bar to enlistment. Applicants are to
provide evidence to recruiting staff of compliance with any CCJ payment plan.
Discipline and Conduct
40.061.
General. Discipline and conduct is a complex area affecting recruitment and is
based on an array of MOD policy, single Service policy and legislation. Recruitment staff
are to ensure they fully understand the relevant JSPs, AGAIs and Acts governing eligibility,
safeguarding and rehabilitation, which are hyperlinked in this AGAI wherever possible.
This will ensure that the Army complies with legislation but also does not exclude
candidates unnecessarily.
40.062.
Pre-employment Referencing and Employer Consent. References are no
longer required as part of the pre-employment check process, excluding professional
references. The Army Reserve does not require Civil Servants and Public Service
employees to obtain employer consent when joining the Army Reserve. The Army Reserve
only requires Reservists to notify their employers of their enlistment. The requirement for
Sponsored Reservists and High Readiness Reservists to gain employer consent remains
extant35.
40.063.
Drug and Substance Misuse. The policy on Drug and Substance misuse is
owned by Pers Svcs, SO1 Discipline Policy and is contained
in AGAI 64. A person who
has been convicted for an offence under the Misuse of Drugs Act may be considered for
enlistment, providing the offence is considered spent.
35 Reserve Land Forces Regulations Annex E to Chapter 1 (High Readiness Reserve) and Annex J to
Chapter 1 (Sponsored Reserves).
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a.
Delegated authorities for rejoin prior service checks. Annex F contains the
policy on rejoin policy prior service check delegated authorities, including for QR
(Army) Paragraph 9.414 (services No Longer Required) for CDT failure.
40.064.
Traffic Offences. Candidates for trades that do not require a driving
qualification as part of their principle employment are not to be barred from entry due to
driving bans and driving licence endorsements36. Two areas of UK legislation impact on
those recruits to be employed as
vocational drivers as their principle employment:
a.
New Drivers Act 1995. Legislation directs that those drivers, who commit an
offence or series of offences under the Road Traffic Act within two years of obtaining
their licence, leading to a total of six or more penalty points on their licence will have
their licence withdrawn. Thus, they will be required to re-qualify; to that end they must
pass both the theory and practical test for Category B37.
b.
Young Drivers Scheme. The MOD holds an exemption under the 1988 Road
Traffic Act, which allows Service Personnel to obtain licences at category C1/C1+E,
C/C+E, D1 and D at the age of 17 instead of 2138. However, the following applies
when a licence has been refused, revoked or disqualification has occurred:
(1)
Drivers Under 21. The 1988 Road Traffic Act allows for the obligatory
revocation of any vocational entitlement where the driver is under 21 and their
licence bears more than three penalty points. Where the vocational entitlement
is revoked, the individual will be disqualified from holding a vocational licence
until the age of 21 or for such a longer period as the appropriate Traffic
Commissioner39 sees fit. A candidate, who is under 21, must not be enlisted into
a vocational driving trade, or a trade that requires a driving qualification
(Category C or D) as a key enabler to effective employment if they have more
than three penalty points on their driving licence.
(2)
Drivers Over 21. All drivers convicted under the New Drivers Act and
losing their Category B licence will automatically lose their entitlement to retain
any additional vocational licence categories they previously held. A candidate,
who is 21 or over, may be enlisted if the disqualification period has ended and if
their Initial Trade Training course or CEG requires them to be trained on
Category C and/or D vehicle(s), but only if they can produce a valid driving
licence with provisional Category C and/or D on that licence.
c
.
Driving disqualifications. If an individual has received a driving disqualification
which is still recorded on their licence then they must not be considered for a role that
requires a Cat C licence as DVLA will not issue a provisional C1 licence until the
endorsement has expired.
d.
Points on licences. An individual should not be considered for any trade that
requires driving qualifications if they have more than 6 points on their licence (or
36 This detail was previously contained in
ABN 40/16 (now rescinded and contained in this chapter).
37 Details can be found a
t www.gov.uk/penalty-points-endorsements. 38
Details can be found at
www.gov.uk/military-drivers. 39 Details can be found i
n JSP 800, Volume 5, Part 2.
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more than 3 points on their licence if they are under 21) until the endorsement has
expired.
e.
Non-Vocational Drivers. Candidates for trades that
do not require a driving
qualification as part of their principle employment, are not to be barred from entry if
they have driving bans and driving licence endorsements.
f.
A list of all trades and the required driving qualifications is at Annex O.
40.065.
The Rehabilitation of Offenders Act 1974 (ROA 74). The ROA 74 applies
throughout the UK. Although there are some differences to the way in which ROA 74
operates in Scotland and Northern Ireland
, to ensure parity of treatment of applicants
throughout the UK, the Armed Forces will apply England and Wales rehabilitation periods
in its own internal recruiting processes40. ROA 74 sets a date, depending on the
punishment awarded and the age of the offender, at which a conviction becomes spent.
When a conviction is spent, it means the individual must for all purposes be treated as if
they had neither committed nor been charged with, prosecuted, convicted or sentenced for
the offence. It also means that it:
“shall not be a proper ground for dismissing or excluding a person from any office,
profession, occupation or employment, or for prejudicing him/her in any way in any
occupation or employment.”
This means that no employment action (including during enlistment, commissioning or
rejoining) may be taken in respect of the conviction or any circumstances ancillary to it
once it has become spent41. The rehabilitation periods for service and civilian sentences
from 10 Mar 14 is contained in
AGAI 41, and MOD Form 493, which all
candidates for
commissioning and enlistment must read and understand before any discussions about
convictions take place, in order that they are aware of their legal rights.
40.066.
Offender Rehabilitation Act (ORA) 2014. The ORA makes changes to the
sentencing and releasing framework to extend probation supervision after release to
offenders serving short term sentences. It has two key provisions which will impact on
recruiting:
a.
Reduction of unconditional release. Previously, adults (18 or over on date of
release) serving a custodial sentence of less than 12 months were released
unconditionally after one half of their sentence had been served. Under the ORA,
adults serving a custodial sentence of more than 1 day and less than 12 months, for
an offence committed after 1 Feb 15, will be released on licence after serving one
half of their sentence in prison and will serve the remaining period in the community.
b.
Introduction of a new supervision period. The ORA introduces a new period
of post-sentence supervision for all offenders sentenced to less than 2 yrs in custody.
40 As detailed by the ROA 74 (Exceptions) Order 1975, previous convictions must be disclosed by all
applicants to RMP as part of the Provost vetting process.
41 Individuals subject to an order which severely restricts their mobility, including overseas, should not be
enlisted until such time as the order is lifted. Examples include Sexual Harm Prevention Orders and Sexual
Risk Orders, which may be imposed for periods which extend beyond when a related conviction is spent.
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Offenders sentenced to less than 2 yrs and released on licence, as outlined above,
will be subject to an additional period of supervision, for the purposes of rehabilitation
once their licence period comes to an end. The licence and supervision periods will
together make up 12 months.
An example might be an offender who is sentenced to 6 months; they serve 3 months in
prison, the remaining 3 months under licence and a further 9 months under supervision (a
total of 12 months after release). Where before, they may have been recruited under
certain circumstances42 immediately on unconditional release, the ORA now adds to the
potential wait for enlistment while licence and supervision requirements are met. All
licence and supervision agreements will vary from case to case and may or may not
impede the application process. While enlistment can take place during supervision (with
the supervisor’s agreement), those on licence
cannot be enlisted but can commence the
application process, subject to the terms of their licence. Those sentenced to less than 12
months who are under 18 on the date of their release are not affected by the ORA and will
continue to be released unconditionally.
40.067.
Safeguarding Vulnerable Groups. MOD policy for safeguarding vulnerable
groups is contained i
n JSP 893 with Annex E specifically concerned with recruitment. For
most purposes ROA 74 treats a rehabilitated offender as if they had never committed an
offence and, as such, they are not required to declare their spent caution(s) or
conviction(s) when applying for most jobs. An employer cannot refuse to employ someone
(or dismiss someone) because they had a spent caution or conviction unless an exception
applies under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975. This
governs those personnel who will undertake ‘regulated activity’43 relating to children and
vulnerable adults; a list of the most common positions and duties is set out in the Annex to
the Disclosure and Barring Service (DBS
) Guide for Eligibility for Criminal Records Checks
dated May 2014 and at
Annex E to this AGAI. DBS has replaced the Criminal Records
Bureau (CRB) as the organisation which carries out criminal record checks for such roles.
There are three levels of criminal record check available:
a.
Standard checks. To be eligible for a standard level DBS certificate, the
position
must be included in the ROA Exceptions Order.
b.
Enhanced checks. To be eligible for an enhanced level DBS certificate, the
position
must be included in both the ROA Exceptions Order
and in the Police Act
1997 (Criminal Records) regulations44.
c.
Enhanced checks with children’s and/or adults’ barred list check(s). To be
eligible to request a check of the children’s or adults’ barred lists, the position
must
be eligible for an enhanced level DBS certificate as above
and be specifically listed in
42 AGAI 41 allows the enlistment of personnel with up to 3 unspent non-custodial sentences. It further allows
a single custodial sentence of less than 12 months to count as one of the 3 unspent convictions. While the
ORA also applies to those sentenced to 12 to 24 months, such a sentence would be a bar to enlistment until
it was spent.
43 A clear definition of regulated activity is in JSP 893.
44 Examples of these exceptions that are relevant to the Armed Forces are positions that require a Criminal
Records check, eg medical professionals, RMP and personnel working with under 18s. More details are
contained in JSP 893.
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the Police Act 1997 (Criminal Records) regulations as able to check the appropriate
barred list(s).
40.068.
Declaration of Convictions. All Officers and Professional Qualified (Trade
Specific) candidates requiring Security Clearance may be required to declare unspent
convictions. All candidates requiring a Security Check45 (SC), Counter Terrorist Check
(CTC) or Developed Vetting (DV) may be required to disclose their full record of
convictions, whether 'spent' or 'unspent', before they may be commissioned, enlisted or
rejoin. All such candidates must be informed at the time they are asked to disclose their
convictions that spent convictions are to be disclosed, by virtue of the ROA 74 (Exceptions
Order 1975) (as amended 2013), for the purpose of safeguarding national security.
40.069.
Criminal Convictions - Failure to Declare. JSP 440 Part 2 Leaflet 7 mandates
satisfactory completion of the security checks on all applicants (Regular and Reserve) prior to
commissioning/enlistment. For commissioning this consists of completion of a Basic Personnel
Security Standard (BPSS) check by Recruiting Group. For enlistment, the BPSS is to be
conducted by recruiting staff as part of a candidate’s initial eligibility checks. Post attendance at
Assessment Centre (AC) and approximately six weeks prior to starting initial training, a Basic
Disclosure check is carried out for all Army recruits. This should disclose any unspent
convictions. If, at this stage, the candidate is found to have not disclosed a conviction that is a
bar to enlistment, they are to be withdrawn or discharged (if they have started training). If they
are found to have not disclosed a conviction, which is not a bar to enlistment, a retrospective
waiver request is raised. Under section 328(4) of the AFA 06 it is a service offence to provide a
false answer on enlistment. If a soldier has already entered training they must be interviewed by
the Commanding Officer to determine if the recruit has intentionally failed to disclose a
conviction for purposes of deception. If this is the case then the recruit may be discharged under
QR(Army), Paragraph 9.382 (Having made a False Answer to a Question on the Attestation
Paper).
40.070.
Civil Orders under the Sexual Offences Act 2003. There are three civil
orders available under Part 2 of the 2003 Act which can be applied to relevant sex
offenders and those who pose a risk of harm: Sexual Harm Prevention Orders, Sexual
Risk Orders, and Notification Orders. Due to significant restrictions on movement,
prospective candidates subject to a civil order are barred from enlistment until the order is
lifted. This is irrespective of whether any corresponding custodial conviction has been
spent.
40.071.
Offences committed overseas. Convictions received overseas will be treated
as though they took place in the UK for rehabilitation purposes. This is a matter of Army
policy, not law, as the ROA 74 does not apply in respect of overseas convictions. The
following guidance is to be followed by recruiting staff:
a.
An applicant who has been convicted of a crime which has no basis as a
criminal offence in the UK should not be treated as having offended or been
convicted for the purposes of recruiting and selection in the Army. Examples might
include homosexuality, adultery or apostasy.
45 All vetting is now applied for by RG prior to commencement of basic training, with the exception of Int
Corps (Regular) who are cleared to BPSS level to commence basic training and DV is applied for in training.
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April 2023
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b.
An offence committed overseas which is spent but nevertheless will result in
limitations to international travel may, depending on their potential impact on role,
deployability and operational effectiveness, be a bar to enlistment. A good example
would be an individual, banned from travelling to Canada, who wishes to join the
Royal Armoured Corps but will never be able to deploy to BATUS.
40.072.
Refusal of Entry. Under no circumstances are candidates to be told why they
have been refused entry when this is directly related to any of the following:
a.
Reports from probation officers, Young Offenders Institutes, or other Local
Authorities which have indicated more character shortcomings than that which were
declared by the candidate.
b.
Security grounds.
c.
Undisclosed medical or other conditions.
Any applicant that falls into the categories listed above are to be told by the Recruiting
Authority that:
“After full consideration, it is regretted that you do not meet all of the requirements for
entry into the Army.”
If pressed to give reasons in any of the preceding circumstances, staff are to explain that:
“It is the policy of all three Services and other Government departments to maintain
the right of any employer to accept or reject any persons for employment without
discussing or even disclosing reasons, and this is the only practical way in dealing
with the vast number of applications received by the various departments of State.”
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Intentionally blank
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Part 4 – Reinstatement/Rejoins
Mandatory information for all rejoiners during periods where Force Health
Protection (FHP (eg, Covid-19)) restrictions apply.
40.073.
General. The following paragraphs details the instructions for the re-
employment of ex-Regular and ex-Reserve soldiers and officers with previous military
experience. These paragraphs apply to all trained ex-Regular and Reserve personnel,
including those who left through redundancy, ex-MPGS and ex-Royal Gibraltar Regiment
personnel and ex-RM and ex-RAF Regt personnel who fall into the categories defined
within para 40.077. They do not cover transfers between the Regular Army and the Army
Reserve46, or those classed as untrained re-enlisters (see para 40.075.a). Separate
sections cover specific aspects of Regular soldier, Regular officer and Reserve rejoiner
policy. All rejoiners must be made aware by the NRC that:
a.
Rejoiners with specific welfare or additional family support needs that require
access to SFA may have to delay their rejoin date until access to SFA becomes
available. They should not expect access to SFA or SSFA immediately.
Specific
Lines to Take are at Appendix 4 to Annex M to AGAI 40. A copy of these LTT
must also be included in the offer letter
b.
All rejoiners will be required to undertake a 14 day isolation period on arrival at
their new units,
if mandated by current Force Health Protection (FHP) regulations.
Units are to comply with regulations and enforce an isolation period if deemed
necessary by government and current FHP procedures. Should FHP regulations
mandate that rejoiners must undergo a self-isolation period, then this is to take place
before their IMA to protect key workers. Unit welfare and CoC should be made aware
of the rejoiner and ensure suitable measures are in place to protect the SPs welfare
during any self-isolation period.
c.
Units should comply with FHP instruction Living with Covid47 and encourage
Rejoiners to self-certify if unable to report for duty.
40.074.
Terminology. The term ‘rejoin’ in the context of this chapter means the re-
enlistment or rejoining of trained ex-Regular48 personnel who have left Regular service and
wish to return to service in the Regular Army or the Army Reserve. The processes for
trained ex-Regular personnel rejoining the Army Reserve, and trained ex-Reserve
personnel rejoining the Army Reserve are also now covered in this chapter, which
replaces previous publications. The term ‘rejoin(s)’ replaces previous terminology used;
‘re-employment’ and ‘trained re-enlister’.
40.075.
Exclusions. These paragraphs do not cover:
46
Soldier Terms of Service and Army Commissioning Regulations refer to the process of transferring both
ways between the Regular Army and Army Reserve for soldiers and officers, respectively .
47
20220302_Living_With_COVID-O
48 As announced by CGS on 28 Jun 16, all Regular and Reserve Army personnel who have successfully
completed Army Basic (Phase 1) training are to be included on the ‘trained strength’ of the Army
(ACIN
25/16).
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a.
Untrained Ex-Service Personnel (Regular and Reserve). Ex-service
personnel who have not completed Regular or Reserve Army Basic Training (Ph 1)
or the Regular Commisioning Course (Reg CC) or Commissioning Course Short
(CCS) up to and including Mod D are considered untrained49. Untrained ex-Army
personnel may re-enlist into the Army, but are dealt with by the Army’s National
Recruiting Centre (NRC) as a new recruit.
b.
Ex-Service personnel from other Services. Personnel who have left the RN
or RAF have not conducted Army Basic Training (Ph1) and are therefore not
rejoiners. These personnel may enlist into the Army by following the NRC for new
recruits. By exception, lateral entry may be possible for those bringing specifc skills,
knowledge and experience (KSE) that warrant entry at an appropriate rank higher
than that of initial entry (RM and RAF Regt are not excluded – see below).
Ex-Regular, or ex-Reserve soldiers and officers rejoining the Regular Army
40.076. Regular Reserve Membership. In accordance with QR(Army) para 9.113,
soldiers who are a member of Section A of the Regular Reserve may apply to re-enter the
Regular Army and have their previous service taken into account. Those personnel who
left Regular service without ‘Regular Reserve Liability’ (not Section A) who wish to rejoin
the Regular Army must volunteer to be a voluntary member of Section D of the Regular
Reserve in order to subsequently rejoin.
a.
When applying to rejoin the Regular Army, it is accepted that those without
Regular Reserve liability are volunteering to become a Section D member of the
Regular Reserve in order to rejoin.
b.
Unsuccessful rejoin applicants will not remain Section D members unless they
separately apply to do so. More information can be found in Part 2, Chapter 3 to
RLFR 2016.
c.
Should a rejoin applicant not be willing to volunteer to be a member of Section
D, they cannot return to service ‘as if they had never left’ and will instead need to
apply to re-enlist50.
40.077. Categories. Personnel at para 40.073 who fall into the following categories are
considered eligible to rejoin the Regular Army:
a.
Category A. A trained ex-Regular soldier (or ex-RM or RAF Regiment soldier)
who left full-time Regular service within the last 6 years who wishes to rejoin the
Regular Army. Or a trained ex-Reserve soldier (or ex-RM or RAF Regiment soldier)
who left Reserve service within the last 6 years who wishes to rejoin the Army
Reserve.
49 Personnel who have attended the Combat Infantryman Course (CIC) are deemed to be ‘trained’ once they
have completed 22 weeks
(CIC Line Infanteer) or 24 weeks (CIC Paratrooper and Guardsman).
50 To re-enlist means to start again as if a new recruit: eligibility, training requirements, rank, engagement
type and length etc.
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b.
Category B. A trained ex-Regular soldier (or ex-RM or RAF Regiment soldier)
who left full-time Regular service between 6 and 10 years ago who wishes to rejoin
the Regular Army AND reached a minimum rank of substantive Cpl, who wishes to
rejoin the Regular Army. Or an ex-Reserve soldier (or ex-RM or RAF Regiment
soldier) who left Reserve service between 6 and 10 years ago AND reached a
minimum rank of substantive Cpl who wishes to rejoin the Army Reserve.
c.
Category C. May be considered on a case-by-case basis according to the
Workforce requirement requirement at the time. Cat C applicants are trained ex-
Regular or Reserve soldiers (or ex-RM or RAF Regiment) who do not fit the time or
rank requirements of Cat A or Cat B.
Eligibility Criteria and Checks
40.078. Age. Ex-Regular soldiers and officers rejoining the Regular Army must be
enlisted before their 57th birthday.
40.079. Prior Service Checks (PSC). The NRC is responsible for conducting PSC
before onward movement of an individual’s application to the APC. PSC are to include
examining the reason for original discharge, the medical category of the individual when
they were discharged and will confirm that an applicant is eligible to rejoin. If the NRC is
unable to obtain the required information from an individual’s previous service through
their PSC, they are to confirm with Pers Pol (Army) that no record of the individual being
discharged for administrative reasons is held on their database. Once confirmed, the
individual is to complete a self-declaration that they were not administratively discharged
before being eligible to rejoin.
a.
Security Checks. In accordance with
JSP 440, all Regular soldier rejoiners are
required to meet th
e Baseline Personnel Security Standards.
(1)
CTC. Reinstatement of CTC is to be applied for by Units/CoC.
(2) Those rejoiners who require SC and DV vetting who have left the service
but do not meet the ‘fast track’ criteria will be treated on a case by case basis.
The following vetting standards apply.
(a) BPSS
must be completed by NRC before rejoining.
(b) Pers Sy (A) to advise on reinstatement or renewal of SC/DV vetting.
This is to be completed within 5 working days by Pers Sy (A).
(c) If awarded a waiver by Pers Sy (A) the rejoiner can be re-employed
in the SC/DV role.
(d) If not awarded a waiver, the rejoiner can be re-employed in a non-
SC/DV role. This advice must come from the APC CM.
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(e) If the rejoiner cannot be employed in a non-SC/DV role and no
waiver is awarded by Pers Sy (A), they cannot rejoin the Army until their
vetting is complete and must move onto the standard AGAI 40 rejoiner
route.
(f)
Reinstatement or renewal of vetting is to be applied for by the NRC
to DBS UKSV.
b.
Reason for discharge. During PSC the NRC are to conduct a check of the
reasons and QR code under which an applicant has been discharged. Annex F
provides a list of the policy and relevant authories to consult for the application to
proceed.
c.
Family Origins Questionnaire (FOQ) screening and SCT Blood Testing.
The FOQ document is used to screen all rejoiner and MPGS candidates and identify
those who are at High Risk of SCT. FOQ is to be administered by the National
Recruiting Centre (NRC) as part of the rejoiner application process. Where the
rejoiner is to undergo a PSMA the FOQ will be conducted at this point. Those exempt
PSMA will conduct the FOQ remotely. This will take place once receipt of a
conditional job offer from the Career Manager (Regular candidates) or confirmed
acceptance by the Reserve unit (Reserve candidates). No candidate is to complete
RFT(E) or maximal excertional physical activity before the FOQ has been
administered (and blood testing if required). If the candidate is identified as being
High Risk on completion of the FOQ, the NRC are to arrange for a blood test to be
conducted.
d.
Transfer of information. All Regular and Reserve rejoiner and MPGS
candidates will be sent a hard copy of their FOQ, and blood test results if applicable,
by the NRC. The NRC will also include a copy of these documents within the medical
documents of all candidates which are sent to Regular DPHC Practices and Reserve
OH Practices. Medical documents may not arrive until sometime after the candidate
has enlisted and therefore cannot be relied upon to ensure the CoC and medical
chain are informed of SCT status. Therefore all rejoiner candidates are to adhere to
one of the notification processes set out below:
(1) Regular and MPGS rejoiners are mandated to provide a copy of their FOQ
document, and blood test if applicable, to their Medical Officer during their IMA.
Any Regular rejoiner or MPGS candidate who reports for an IMA at their unit
(not a training establishment – a separate SCT process exists for new recruits)
without a copy of their FOQ is to be given an E2 marker until a copy of their
FOQ can be obtained from the NRC and it can be verified that they are Low
Risk. Any Regular rejoiner or MPGS candidate who is SCT Positive is to have
an E2 marker applied to their JMES grading and is to be managed by the unit
accordingly through the UHC process, as well as following the PT build up
process detailed in sub para d below.
(2) Reserve rejoiners are mandated to provide a copy of their FOQ and
document, and blood test if applicable, to their Army Reserve unit as soon as
they are enlisted. They are also to ensure a copy is sent to their Reserve OH
Practice. Any Reserve rejoiner candidate who reports to their unit without a
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copy of their FOQ is to be given an E2 marker until a copy of their FOQ can be
obtained from the NRC and it can be verified that they are Low Risk. Any
Reserve rejoiner candidate who is SCT Positive is to have an E2 marker
applied to their JMES grading once medical documents are received by their
OH Practice and is to be managed by the unit accordingly through the UHC
process, as well as following a PT build up process.
40.080.
Medical Entry Standards and Process. Personnel with previous service are
subject to medical standards as defined in the
AGAI 78 - PULHHEEMS Administrative
Pamphlet (PAP). The medical standard for Rejoiners (trained SP and less than 6 years
since discharge) is the same standard as that required for
retention in service51;
JSP 950
Lft 6-7-7 Ch5. Re-enlisters are required to meet the Medical Employment Standards for
entry as described in JSP 950 Lft 6-7-7 Ch4.
51 The Joint Medical Employment Standard (JMES) is specified in Table 5 of AGAI 78.
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a.
Medical Assessment Requirements. Different medical assessments are
required according to length of time since prior Service and Medical Deployment
Standard (MDS) on exiting the Service52. The requirements are shown in Table 1:
Ser
Rejoin
MDS on
Time Since
Required Assessments
Remarks
Category
discharge
Prior Service
(a)
(b)
(c)
(d)
(e)
(f)
1
Cat A Fast
MFD or
0 - 3 yr
Self-declaration (Appx 2
Current process
Track
MLD
to Annex M), PHCR
described for
(PHCR only once the
COVID Fast track
RGMD to PHCR
candidates and
transition53 is complete,
may be amended
except non-UK nationals
for future
and ROI who will
requirements.
continue to use the
RGMD), or RGMD54,
IMA55
or DPHC Reserve OH
assessment
2
Cat A
MFD or
0 – 1 yr
See Ser 1.
MLD
3
Cat A
MFD or
1 - 6 yrs
NRC – Rejoiner medical
MLD
including OMQ, PHCR
(PHCR only once the
RGMD to PHCR
transition is complete,
except non-UK nationals
and ROI who will
continue to use the
RGMD), or RGMD,
PSMA, IMA or DPHC
Res OH Assessment.
4
Cat B
MFD or
More than 6
See Ser 3.
MLD
years
and a
Cpl or above
5
Cat C
Any
Any
NRC full process
Entry standards
applied.
6
Any
MND
Any
Medical Eligibility Check
RG direct
(MEC) followed by Cat
candidate to
A/B/C rejoiner / re-
ARITC Occ Med
enlistment medical
for MEC.
process.
If recommended,
52 The NRC will, where possible, confirm the medical grade on their Prior Service Check. If any concern is
raised during the interview and selection stage of the process, regarding an individual’s medical suitability,
they will require additional medical scrutiny.
53 The RGMD to PHCR transition is a planned period of process change for all candidates to be assessed
using a PHCR in place of the RGMD (other than ROI and non-UK), scheduled for transition from July 23
onwards.
54 Primary Health Care Record (PHCR) or recruiting Group Medical declaration (RGMD).
55 Initial Medical Assessment to be conducted in accordance with AGAI 78 Ch 8. Para 78.827.
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application then
proceeds.
b.
Serving Soldiers and Candidates who left Regular Service less than 12 months
prior to application into the Army Reserve. Current or discharge grading of Medically
Fully Deployable (MFD) or Medically Limited Deployable (Permanent) (MLD(P)) is
acceptable. Candidates will not need to undertake a medical but should present for a
new patient check at the DPHC MTF on arrival at their new unit.
c.
Candidates who left Regular Service more than 12 months and less than 6
years prior to application in the Army Reserve. Discharge grading MFD or MLD(P) is
acceptable. The candidate will complete the National Recruiting Centre (NRC) online
medical questionnaire which seeks to identify whether the candidate meets the Army
medical eligibility criteria and will request civilian GP records (PHCR only once the
RGMD to PHCR transition56 is complete, except non-UK nationals or ROI who will
continue to use the RGMD). The NRC will arrange a physical medical examination
(PSMA) for the candidate at one of the Assessment Centres around the UK. Cost for
travel by public transport will be met by the NRC. Candidates who left with a
discharge grade of MND will be initially rejected by NRC and directed to ARITC Occ
Health to complete a Medical Eligibility Check (MEC) to confirm that they may now be
within employment standards, prior to conducting the NRC medical process. All
candidates, regardless of JMES should attend an DPHC Reserves OH assessment
for an Initial Medical Assessment (IMA) at the on arrival at their new unit.
d.
Candidates who left more than 6 years ago at any grade are required to
complete the full application process through NRC. MND candidates will also require
ARITC Occ Health Medical Eligibility Check (MEC) before their NRC application can
proceed.
e.
The
Primary Health Care Record (PHCR) is requested from the applicant’s
GP by the NRC Medical Admin Team. The
Recruiting Group Medical Declaration
(RGMD) is currently used for
officer and Reserve candidates. This is scrutenised by
the NRC to ensure eligibility and highlight any existing medical issues prior to
attendance at the AC for PSMA. This process is changing, thus only the PHCR will
be used once the RGMD to PHCR transition is complete, except non-UK nationals or
ROI who will continue to use the RGMD.
f.
Initial Medical Assessment. Initial Medical Assessments are to be conducted
in accordance with the data requirements of AGAI 78 Ch 8, Para 78.827. For
Reserve re-joiners this DPHC Occupational Health Assessment is essential to
confirm PULHEEMS and registration status on DMICP noting that the process of
reactivating the previous iHR on DMICP will have reactivated archived registration
data. This must be corrected to the new unit and registration status.
56 The RGMD to PHCR transition is a planned period of process change for all candidates to be assessed
using a PHCR in place of the RGMD (other than ROI and non-UK nationals), scheduled for transition from
July 23 onwards.
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g.
Fast Track candidates. See AGAI 40 Annex M para 12/13. RG are to ensure
PHCR is received by DPHC for all candidates in time to conduct IMA.
h.
MND rejoiners. Candidates who were were graded MND (Permanent or
Temporary) at the point of discharge are below entry standard, regardless of the QR
code under which they were discharged. Their application is to be rejected by the
NRC and they will be directed to ARITC Occ Med. As the competent military medical
authority, ARITC Occ Med conduct a Medical Eligibility Check (MEC) to review
only the condition for which they were downgraded at the point of leaving service. ARITC
Occ Med will form a judgement as to whether their condition is likely to have altered
since discharge, and therefore whether they can be permitted to continue with their
application. ARITC Occ Med confirm their recommendation with the NRC, who then
communicate with the candidate and either reject the application or proceed through
the next stages of the rejoiner or full NRC process. Candidates who have a separate
caveat to rejoining (for example, a QR code 9.414 CDT discharge where less than 24
months have elapsed) are to meet the PSC criteria for rejoining before their
application is permitted to continue.
40.081.
Pre-Employment Checks (PEC). Throughout the application process, NRC will
conduct PEC at various points along the rejoin process. During this process, an individual
will be required to complet
e MOD Form 493 declaring any convictions. Once PEC are
complete and satisfactory will APC produce the terms of engagement for any offer.
40.082.
Special Enlistment Authority (‘Waivers’). In certain circumstances it may be
beneficial to the Service to waive some of the eligibility criteria thereby allowing those who
would normally be filtered out to rejoin (e.g. applicants with valuable KSE). Requests for
waivers to entry criteria are to be initiated by the NRC on an AFB 203 and sent with
accompanying evidence to the relevant authority as outlined at para 40.003.
40.083.
Physical and education entry standards. All rejoiners who are applying to
rejoin a capbadge or trade which is different to the one they originally served with are
required to meet the physical and education entry standards required for the new
capbadge and trade. The NRC are responsible for conducting a check of RFT(E), ACT
and TST requirements for the capbadge/trade which a rejoiner wishes to rejoin. Where the
RFT(E) or ACT standards are higher, or a TST is now required, this is to be arranged by
the NRC and completed at an Assessment Centre. The outcome of the RFT(E), ACT or
TST is to be recorded on DRS in the normal manner. The NRC is also to ensure the
Annex K application form details the requirement for RFT(E), ACT or TST so the APC CM
is aware of this. All Direct Entry officers will have passed RFT(E) at GCC standards, but
any PQO who wishes to rejoin as a DE officer must complete RFT(E) at the appropriate
standard.
40.084.
Defect on Enlistment. If on rejoining the Army it is later determined that a
rejoiner has lied or withheld information relating to their eligibility to rejoin the Army, their
Commanding Officer can apply for their discharge under QR(Army) para 9.381 (Defect on
Enlistment).
40.085.
Date of Re-enlistment. The date of re-enlistment is to be the first date a
Rejoiner reporting to a training establishment or their Unit, whichever is earlier.
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The Rejoin Offer
40.086.
The Army’s offer to the applicant will depend on a variety of factors: previous
service; length of time since prior Service; whether the applicant is joining their previous
trade; any advantageous KSE gained during civilian employment; and the workforce
requirement situation at the time will all be taken into account.
a.
APC. The APC is responsible for determining the appropriate Terms of
Engagement (ToE) against which an individual is to be employed.
b.
NRC. The NRC is to use APC’s determined ToE to produce a letter of offer to
the applicant.
40.087.
Terms of Engagement. The APC are responsible for determining the ToE for
each applicant and completing the ToE Form (AF B10037), details of which are to be
made clear by NRC on the offer letter. An applicant must sign to agree the offer before
employment commences. As a minimum the Offer Letter must include the following ToEs:
a.
Engagement Type. Individuals will normally be employed in their original
engagement57 however, it may be more advantageous to the Service and the
individual for them to be offered a longer engagement58. Those who previously left
the Regular Army on an Open or Notice Engagement (or other), will be required to
return to Regular service on a Versatile Engagement (VEng) as their original
engagement types no longer exist. Once an individual has rejoined the extant
engagement conversion policy will apply to them in the same way that it applies to all
other SP. Subject to the provisions laid out in this policy, the following engagement
offers may be granted by APC:
(1) VEng (Short). The offer of the
balance of a VEng (Short) (12 years)
calculated from date of original enlistment, or until normal retirement age
(NRA)59 if earlier.
(2) VEng (Full). The offer of the
balance of a VEng (Full) (24 years)
calculated from the date of original enlistment, or until NRA if earlier.
(3) VEng (Long). The offer of the
balance of a VEng (Long) (30 years)
calculated from the date of original enlistment, or until NRA if earlier.
(4) Type S Engagement – a period between 6 months to 12 years from date
of enlistment, or until NRA if earlier. WF Pol (SO2 Sldr Pol) holds sole authority
for the use of this engagement type.
57 Individuals with previous service in the RM or RAF Regiment cannot have this service counted towards the
engagement in the Army, hence will be offered the most appropriate Army engagement
58 For example, someone departing in their 11th year of a VEng (Short) would only have a further year to
serve. If it is deemed appropriate and the individual would be willing to accept such an offer, they may be
granted VEng (Full) or VEng (Long) on re-entry and thus serve for a collective period of 24 or 30 years as
appropriate.
59 Current NRA for Regular soldiers is age 60.
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(5) Military Local Service Engagement (MLSE) – a period of three years
from date of enlistment, or until NRA if earlier.
b.
Rank. Individuals will normally be offered Regular service in their previous
substantive rank. If appropriate however, a lower rank may be offered (for example if
there are no vacancies in that rank for the relevant trade, if the individual does not
have the required skill set or has experienced significant skill fade). In exceptional
circumstances where a rejoiner has accrued additional relevant KSE since leaving
the Service, a rank appropriate to the KSE may be offered, even if this is higher than
rank on exit. In these cases, acting rank is to be granted until the rejoiner completes
all requisite training and educational requirements to substantiate in rank.
Subsequent promotions will be granted in accordance with extant rules.
c.
Seniority and Pay. Seniority and pay will be assessed by the APC, taking into
consideration an individual’s previous service (Reserve, Regular and FTRS)
including whether they have incurred any skill fade, their level of experience within
the trade being offered, and any KSE gained since their previous period of service.
This will carry the caveat that rates of pay may subsequently change and will,
therefore, be finalised at the point of re-entry60.
(1)
Seniority. Seniority is to be assessed mindful of the requirements of
promotion and any additional skills acquired whilst in the civilian sector.
(2)
Pay61. The Incremental Base Date for Yearly Incremental Progression and
Incremental Level are to be set at an appropriate level that reflects service to
date62.
40.088.
Initial Training Requirements. SPSOs63, in consultation with Prof Dev, LWC
Trg Plans, ARITC Trg Ops, and the appropriate Trade Training Requirements Authority
(TRA) will assess the level of training required for all rejoiners in accordance with the
guidelines below. Training requirements (including dates of training courses) must be fully
explained to the applicant in their offer letter.
40.089.
Any trade training should not delay a rejoiner’s anticipated rejoin date.
a.
Cat A. Cat A individuals will not normally be required to undertake Basic
Training (BT) or Initial Trade Training (ITT). Where it is deemed it may be required,
SPSOs are to consult
for ITT and Prof Dev
(Army) for BT.
60 Based on the offer made HR software calculates the rates to be paid at the point of entry: DBS
subsequently implements the IBD and
Pay Grade.
61 Pay is calculated in accordance with JSP 754, specifically paragraph 03.1303.
62 Individuals should be warned that if they are to be in receipt of Recruitment and Retention Pay (RRP), they
will be required to
relinquish this if they NTT as opposed to depart the service at their End of Engagement date. Further details
can be found in JSP 754.
63 Staff and Personnel Selection Officers
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b.
Cat B. SPSOs are to refer all Cat B rejoin applications to LWC Trg Plans (
) who, in consultation with the relevant Trade TRA
and associated LWC Op Gp, will conduct a training estimate to determine the most
appropriate training pathway.
c.
Cat C. SPSOs are to consult Prof Dev (Army) regarding all Cat C applicants: a
case conference will be held with Prof Dev (Army), the relevant E1 MB WF Plans,
ARITC Trg Ops and/or the relevant trade TRA. The case conference will determine
the appropriate level of training (Reserve or Regular Basic (Phase 1) training) to
ensure the best outcome for the individual and the Army.
Process once level of training has been determined
40.090.
Basic training. If an individual requires basic training, they are to report for duty
directly to their BT unit.
40.091.
On arrival in Unit. If an individual does not require basic training, they are to
report directly to their parent unit. A full assessment of the currency and competency must
be conducted for any legacy qualifications, mitigating risk through in-unit refresher training.
A full Individual Training Requirement (ITR) package must also be delivered in unit. A
rejoiner should serve in their unit (within the limitations of their training) until called forward
for any required Initial Trade Training (ITT). There is no requirement to delay their rejoining
to align with an ITT course; they can rejoin as soon as they are available to do so.
40.092.
Subsequent Trade (Phase 3) Training. In conjunction with the CM, Trg Pol of
the relevant Trade TRA is to ensure those requiring subsequent trade training (Phase 3) or
additional special to arm training are loaded onto this.
40.093.
Failure to complete training. In the event that a rejoiner fails to complete, or
make sufficient progress, the parent capbadge, in consultation with Prof Dev (Army) will
make a revised assessment as to the training requirements and suitability for future
employment.
40.094.
Commitment Period. Subject to any Return of Service requirement64, rejoiners
will not normally be required to commit to any period other than having to provide 12
months’ Notice to Terminate (NTT)65. Any minimum commitment period the individual must
serve is to be stated within the Offer Letter.
64 As a result of an agreement by the individual to undertake a specific course outlined in the Training Return
of Service (RoS) Chapter
to JSP 750, receive a financial incentive or for any other benefit which incurs such a RoS.
65 For example, a commitment period may be required in cases where an applicant did not previously
complete the requisite
commitment period. In these instances, the outstanding balance of their previous commitment period may be
added.
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(Replaces AEL 151 dated Aug 22)
40.095.
Future Regular Reserve Liability (RRL). Individuals leaving the Regular Army
will incur RRL as appropriate irrespective of whether they have already incurred such
liability during previous Regular service66.
40.096.
Financial Incentives (FI). Individuals will normally67 be entitled to claim any
active financial incentives that are applicable to their trade, rank and seniority once they
have entered service, including the Forces Help to Buy Scheme68. Should they submit
NTT they will normally be required to repay any FI which attracts a Return of Service and
which they have not yet met.
40.097.
Financial Repayments. Individuals who have previously left the Armed Forces
through a redundancy scheme are to be informed by the NRC that they may be a required
to re-pay some or all of their redundancy settlement on re-entry to the Regular Army69.
Details are contained within JSP 764 Part 5.
40.098.
Pension. From 1 Apr 15 all entrants automatically became members of the
Armed Forces Pension Scheme 2015 (AFPS 15). Individuals who have had previous
Regular (or Reserve) service may be affected by the aggregation rules and individuals
should read ABN 118-13. In addition, it is advised that personnel contact Veterans UK for
details on how their pension will be affected before agreeing to an offer of employment70.
40.099.
Failure to Pass Retraining or Achieve Security Vetting Standard. It is
possible that having rejoined the Army, an individual may subsequently fail the training or
security vetting required of their trade. If these circumstances materialise, the following
measures may be taken:
a.
The relevant training provider will facilitate a period of re-training and re-testing
if appropriate. Failure to successfully complete the ITR training package prohibits
progression onto any pertinent trade training required.
b.
If not appropriate, or the problem persists, the trade can facilitate an internal
transfer to a more suitable trade providing a vacancy exists. Individuals in this
situation are to be given higher priority than those yet to be enlisted or who are being
transferred through the Regular Army Transfer Policy.
c.
Where no alternative option exists, the CM is to attempt to arrange their transfer
to elsewhere in the Army. In extremis, where no suitable vacancy can be found or the
66 For more information see Part 7 to QR(Army), particularly para 9.478.
67 Unless they have previously claimed or part-claimed the incentive.
68 See JSP 464 Part 1 Chapter 12 for more details. As per JSP 754 Pt 2, Service personnel joining (or re-
joining) on or after 1 April
2016 are no longer eligible for any Regular Army Commitment Bonus payments.
69 If a Reservist takes up a Regular appointment within 27 months of being made redundant, they may be
required to re-pay a relevant
fraction of their Special Capital Payment and / or Compensation Lump Sum depending upon the length of
the employment break.
Those re-entering Regular Service after 27 months will not be required to re-pay any of their settlement.
70 Veterans UK, Pensions Tax Team, Mail Point 480, Kentigern House, 65 Brown Street, GLASGOW, G2
8EX.
.
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individual does not wish to transfer, they will be discharged under QR(Army) para
9.414 –
Released From Army Service.
40.100.
Resettlement. In accordance with JSP 534 paragraph 0309, personnel who
rejoin are not permitted to count prior service in calculating future resettlement entitlement,
regardless of whether they accessed any resettlement support at the end of their previous
engagement.
The Rejoin Process
40.101.
General. The rejoin process is split into four general stages: Stage 1 –
Application; Stage 2 – Employability Assessment; Stage 3 – The Offer; Stage 4 – The Unit.
The timeframes and content of each step are articulated below. NRC will track applicants
through the process and report numbers monthly to Army HQ via Home Command.
40.102.
Time of Flight (ToF). For the majority of applicants, the ToF from point of
application to completion of Stage 3 will be 2 months. The target timelines are: Stage 1:
within 1 week; Stage 2: within 4 weeks; Stage 3: within 2 weeks. This will vary depending
on an applicant’s eligibility (number and complexity of waivers required),
engagement/availability of the applicant to support the process, SCT blood testing and
periods of block leave. Applicants are to be kept informed by the NRC throughout the
process and forewarned if any delays against the target timelines are anticipated. Stage 4
is the responsibility of the gaining unit and is to be completed within one week.
40.103.
Stage 1 – Application. In all cases, potential rejoiners are to apply online to
initiate the application process. Units are not to administer rejoiners without receiving
formal notification from the NRC that all actions have been successfully completed.
Annexes G-J contain flowcharts that show how applicants are to be processed.
a.
Official Army Vacancies List (OAVL). The NRC Rehire Team will consult the
OAVL when discussing a (new) career with the applicant. The OAVL can be
accessed through the
Pers Pol website. The OAVL is a
guide as to where the
greatest ‘Service need’ is and therefore may not show all possible vacancies.
Applicants are to be advised of this by the NRC Rehire Team and applications should
be processed regardless of whether or not an applicant wishes to enter a trade on
the OAVL.
b.
NRC Eligibility Checks. The NRC Rehire Team is responsible for checking the
eligibility of an applicant and will conduct PSC and PEC.
c.
Special Enlistment Authority (‘Waivers’). Should special enlistment authority
be required, the application is not to be moved onto the APC until approval is granted
from the appropriate military authority. Once granted, a copy of the approved AFB
203 must accompany the applicant’s onward application. In cases where doubt
remains over the suitability of an applicant, the application should progress to Stage
2 of the process with a note to the employability assessor (usually the SPSO) to take
a view.
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40.104.
Stage 2 – Employability Assessment. This stage is to take place concurrently
to Stage 1 once the NRC has received the application. The NRC Rehire Team will arrange
for applicants to be interviewed and assessed, as required, before sending an application
to APC.
a.
Initial Employability Check. The NRC Rehire Team is to conduct initial
employability checks for all applicants, which is to include checking eligibility for their
choice of trade (residency requirements, ability to obtain vetting, academic
qualifications, height and age restrictions). Results of the checks are to be collated
and passed on to the next assessor.
b.
Physical and education entry standards. The NRC are to check the
requirement for RFT(E), ACT and TST for all rejoiners applying to rejoin a different
capbadge or trade, to annote the requirement on Annex K, and to arrange for the
necessary testing to be carried out at an Assessment Centre. Any individual requiring
RFT(E) is to have a SCT blood test prior to attending an AC. Once the test results
are known, and if the result is negative, the candidate may proceed to the AC to
undertake RFT(E). Any candidate who is SCT Positive and requires an RFT(E) will
be required to complete the Soldier Development Course (SDC) before they can
complete the test and continue with the rejoiner application process. If any candidate
fails to meet the RFT(E), ACT or TST criteria for their chosen capabdge or trade, the
CM and SPSO is to be notified by the NRC. Candidates may be deferred for
restesting in line with the processes set out in AGAI Vol 2 Ch 40 paras 40.041
(RFT(E) retesting) and 40.050 sub paras a and c (ACT and TST).
c.
SPSO Assessment. If necessary71, following the initial employability check, the
NRC Rehire Team is to arrange for the applicant to attend an SPSO Assessment.
The SPSO is responsible for interviewing applicants and conducting all relevant
assessments, in order to gauge an applicant’s suitability for entry into
their particular capbadge of responsibility. Should a further specialist interview be
required, the SPSO is to confirm this with the NRC Rehire Team who will arrange any
travel requirements72. For Inf, the applicants details are to be sent to the appropriate
career manager, who will liaise with the unit RCMO.
d.
If the applicant has more than one choice of capbadge on their application, the
NRC Rehire Team is to arrange an SPSO assessment for each choice in priority
order73. While all SPSOs are to be informed of the applicant’s interest, travel
arrangements are only to be made for the applicant’s first choice at this stage.
(1) SPSOs are not to discount an applicant purely on grounds which have
already been checked and passed or where the relevant authority has already
agreed a ‘waiver’ (for example, age). At this stage the applicant has already
passed the necessary criteria for re-joining the Army, therefore, only if an
71 As per Annexes B-E.
72 Travel will be by train only. The NRC will not reimburse fuel costs.
73 If the applicant only has one choice on their application form the NRC Rehire Team will encourage them to
fill all three options.
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applicant fails to meet measurable criteria74 can the SPSO not recommend
them for Stage 3.
(2) SPSOs are to inform the NRC Rehire Team of the assessment outcome
within
10 working days:
(a)
Recommended. Suitable to proceed to Stage 3.
(b)
Not Recommended. Not recommended for the relevant capbadge.
The NRC Rehire Team will then engage with the applicant regarding their
other capbadge options and travel arrangements for subsequent choice
assessments are made.
e.
Applicants can submit one application to rejoin every 12 months, with three
choices per application. If an applicant does not receive a positive recommendation
from any of their three choices, they cannot reapply for a further twelve months but
may submit an appeal to ask that their application is reviewed by APC CM Ops. If the
appeal is not upheld the 12 month caveat on further applications remains in force.
This is to ensure realistic choices are made by applicants that provide the greatest
likelihood of success.
f.
NRC. Once all the checks have been passed successfully the NRC Rehire
Team is to send all the necessary information to APC75 where the Terms of
Engagement (ToE) Form (AF B10037) for relevant details, including training
requirements, is updated. There should be no delay in sending the information to the
first choice CM. This should be aimed to be completed within
5 working days of
receiving the SPSO report, assuming a positive recommendation.
g.
APC. The applicant’s information is to be sent to the first choice CM initially.
The CM is not to discount an applicant purely on grounds which have already been
checked and passed or where the relevant authority has already agreed a ‘waiver’
(for example, age). At this stage the applicant has already passed the necessary
criteria for re-joining the Army, therefore, the CM is to accept an applicant if there are
vacancies available, unless there are significant reasons not to. All CM action is to be
complete within
15 working days of receiving the applicant information. The CM is
to assess the applicant based on the information provided and inform the NRC
accordingly:
(1)
Unsuccessful Applicant. The CM is to notify the NRC Rehire Team that
an applicant has been unsuccessful, and why, using the form at Annex K. The
CM then passes the applicant’s information to the next choice CM for their
assessment of the applicant. The NRC are to arrange an SPSO interview for
the next choice capbadge and provide the requisite information to next choice
CM for assessment
74 Trade Selection Tests for example.
75 This is to include the results of the PSC, PEC, Sy check, any necessary waivers, the latest medical
grading, the employability check results, and the SPSO recommendation.
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(2)
Successful Applicant. The CM is to inform the NRC Rehire
Team and the necessary ToE Form (AF B10037) is returned to the NRC Rehire
Team.
(3)
Insufficient Information. Should the CM have insufficient information in
order to make an assessment as to the employability of an applicant, they are to
inform the NRC Rehire Team who will arrange for the collation of the additional
information. The applicant is reassessed once the information has been
received.
h.
SCT Blood Testing. Upon receipt of a conditional job offer from the CM, the
NRC Rehire Team is to arrange for a blood test to be conducted.
40.105.
Stage 3 – The Offer. The NRC Rehire Team is responsible for informing the
applicant of the assessment result. The NRC Rehire Team is to then, in consultation with
the APC CM and the applicant, confirm a proposed start date for arrival at the chosen Unit
or at BT7076. This consultation between the APC and receiving unit must take into
consideration any periods of minimum staffing at the unit (ie, periods of block leave), and
the unit is to ensure that appropriate staff are able to accept the rejoiner and carry out the
process at Stage 4 below. The NRC Rehire Team are to compile and send the Offer Letter
(based on the ToE) to the successful applicant71. This must also include a copy of the
SFA guidance at App 4 to Annex M for the candidate to sign. Any adjustment of start date
will require an APC review of the ToE. The applicant MUST sign to accept an offer before
any JPA action takes place. The applicant should aim to accept, sign the letter and return
it to the NRC Rehire Team within
5 working days77. The NRC Rehire Team is to forward
copies of the accepted ToE form to Pers Admin for completion of JPA record rebuild
action. The signed Offer Letter acts as an initial assignment order for housing purposes..
40.106.
Stage 4 – The Unit. As rejoiners can be considered as if they never left, on
arrival in unit they are eligible for normal allowances. In line with JSP 752 relocation may
not be granted on joining or re-joining the services. On arrival the unit must take the
following actions in order to legally enlist the individual.
This must be completed within
one week of arrival and in the order set out below:
a.
Action 1: Enlistment. Rejoiners are required to enlist back into the Regular
Army: attestation and swearing the oath of allegiance are therefore to be conducted
in unit within the first week. Until this is done, a rejoiner is not subject to Service Law.
Details of the enlistment procedure (attestation and oath of allegiance) can be found
at Annex L.
Rejoiner candidates must be attested as soon as they arrive in unit
– this should be the very first process which the unit follow. Until a rejoiner is
attested they are not subject to military law, not insured, and not members of the
AFPS or covered under the AFCS.
b.
Action 2: Medical. A rejoiner must have an Initial Medical Assessment (IMA) in
accordance with AGAI 78.827. order to confirm that their medical status hasn’t
changed.
This is to take place in the first week and prior to commencing any
76 The start date is required for CM to complete the ToE and impacts on pay and seniority calculations.
77 A copy of the Offer Letter should be sent to the receiving unit and training provider as appropriate
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(Replaces AEL 151 dated Aug 22)
form of training or military activity. Following confirmation of a rejoiner’s medical
grade, unit medical staff are to update the rejoiner’s military medical record, including
any pertinent information from their PHCR. If the rejoiner is found to be below the
required standard they may be discharged in accordance with AGAI 78, or defect on
enlistment.
c.
Action 3: SCT Blood Test Results. All Regular rejoiner candidates (officer and
soldier) will be required to provide the outcome of their blood test to their MO during
the IMA process. No military or physical training can be conducted by the candidate
until an IMA has been conducted. Any candidate who has an SCT Positive blood test
is to have an E2 marker applied to their DMICP record at IMA and be managed by
the unit accordingly. Candidates may rejoin their unit following an SCT blood test but
before the result of the test is known. Candidates who attend an IMA where blood
test results are not yet available are to be placed on an Appendix 9 by DPHC and
managed by the unit until the results are available – this will normally be one week
after the blood test.
d.
Action 4: JPA Action. JPA action is to be carried out in accordance with JPA
Business Process Guide PR904015. In addition, if a rejoiner previously left the
Service via submitting Notice To Terminate (NTT), JPA still holds this information: as
a result, the Service Person must be advised to log onto JPA and withdraw their
NTT. If unit administration staff believe that a rejoiner’s JPA record is incorrect they
are to first consult APC who will be aware of the rejoiner’s agreed terms of
engagement, before any attempt at adjusting a JPA record is made or an I-Support is
raised with the JPAC
e.
Action 5: Pay Action. Unit personnel administrators are to complete JPA Form
L002 and submit to DBS.
This action is not to take place until unit personnel
administrators have seen completed attestation paperwork.
f.
Action 6: Vetting Action / Disclosure action. Units are to apply for the
appropriate level of vetting commensurate with the type of employment being
undertaken by the Rejoiner, if this has not been completed already.
g.
Action 7: SCT Positive Progressive 4-week Physical Training (PT)
Programme. Regular and Reserve rejoiners and MPGS who have received an SCT
Positive blood test are to follow a progressive 4-week structured build up PT
programme. For Regular rejoiners and MPGS this PT programme can only begin
once IMA is complete. If deemed appropriate by the unit, SCT Positive rejoiners may
be placed on Level 2 PT as per AGAI Vol 1 Ch 7. Unit PT staff are responsible for
designing the PT programme and assisting in its delivery (whether directly or
indirectly supervised). Attendance of PT sessions must be recorded by individuals
and overseen by the CoC. The CoC is to ensure no other form of maximal effort
training takes place until the 4-week programme is complete (such as leadership
courses involving a physical training element, military competitions, dismounted
exercises).
h.
Unknown SCT status. Where FOQ screening documentation, and blood test
results for High Risk candidates, has yet to be received by a unit or MO, the unit CoC
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are responsible for ensuring that no maximal heart rate activity or military activity
takes place until the SCT status of a candidate is known78
40.107.
In-Unit Probation Period. It is inevitable that rejoiners will have an element of
skill fade in terms of ITR, physical fitness and trade skills. Units are to provide a 12-month
probation period79 for the rejoiner to be brought back up to in-service standards. A full
assessment of the currency and competency must be conducted for any legacy
qualifications, mitigating risk through in-unit refresher training. Full details are in para
14f. Rejoiners should be made aware that should they fail to meet the required standards
they may be discharged.
40.108.
No-shows’. A rejoiner that does not report to their assigned unit as instructed is
classed as a ‘no-show’. Since such personnel have not yet enlisted they cannot be
considered Regular soldiers, and are not subject to Service Law. Therefore they cannot be
treated as if they are Absent Without Leave (AWOL). In the event of a ‘no-show’ the unit is
to contact the NRC and APC CM with details at the earliest opportunity. Contact with the
individual remains an NRC responsibility. If the NRC deems there is reasonable
justification for the ‘no-show’, one further arrival date may be offered in consultation with
APC CM as the IBD may need to be reassessed. A candidate who has been offered two
start dates and ‘no showed’ for both will normally have their application terminated and will
not be permitted to reapply for 12 months. Rejoiners are not to be treated as a ‘no show’ if
there is an issue with their medical, vetting disciplinary other records after arrival in unit.
They are to be discharged following the correct process for a defect on enlistment. Where
advice on disciplinary processes is required it should be sought from the relevant
formation discipline chain or referred to WF Pol.
40.109
Appeal process. Regular rejoiners who are rejected by all three choices of CM
may submit an appeal to APC, via the NRC. Candidates who have received an offer they
do not agree with, or been rejected by their first choice of Regiment/Corps, are not entitled
to appeal until all three choices have been explored. Appeals are to be submitted to the
NRC Candidate Support Manager using Annex O to AGAI 40. The rejoiner candidate is to
complete section 1-2 of the Annex and return the document to the NRC, who will complete
section 3-5 before emailing the form to APC SO2 CM Pol ToS, who will record receipt on
the rejoin dBase. The NRC are to complete and transmit the appeals form within 5 working
days of receipt. APC CM Pol will then ensure the form is reviewed by SO1 Soldiers of
each of the three Regiments/Corps who have rejected the candidate. Each capbadge will
have 5 working days in which to consider the appeal and then it is to be returned to SO2
CM Pol ToS. The appeal process is to be concluded within 20 working days by APC and
an outcome returned to the NRC for onwards transmission to the candidate. The outcome
will be one of the following; candidate remains rejected by all three choices of
Regiment/Corps, candidate accepted by one or more choices of Regiment/Corps,
candidate accepted but under different TACOS to their previous contract. APC CM Pol will
also consider and make recommendations on the suitability of the candidate for FTRS
and/or MPGS roles. Second and third appeals will not be accepted.
78 Sedentary activities of an administrative or educational nature are permitted. This may include: kit issue,
classroom-based lessons, weapon handling instruction on SA80/pistol.
79 From the point of Enlistment and includes time spent on BT, if required.
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Ex-Regular Officers rejoining the Regular Army 40.110.
Reinstatement of Regular Officers. Officers’ reinstatement policy is
determined by Pers Pol (A) and decided by the Army Employment Board (AEB). Specific
enquiries should be addressed to the relevant Career Manager (CM) at the Army
Personnel Centre (APC). Basic eligibility criteria include:
a.
They are applying for an Arm or Service where vacancies exist in their age
group and for which they are qualified. Early structural advice must be obtained from
the relevant E1 Workforce Planners in Pers Strat.
b.
Have obtained 2 annual reports (ARs) at regimental duty covering a period of
not less than 2 years. Exceptions to this requirement may be approved by the AEB.
c.
Meeting the medical eligibility criteria and undergoing the required assessments
for reinstatement as set out in the table below:
Ser
Rejoin
MDS on
Time Since
Required Assessments
Remarks
Category
discharge
Prior Service
(a)
(b)
(c)
(d)
(e)
(f)
1
Cat A Fast
MFD or
0 - 3 yr
Self-declaration (Appx 2
Current process
Track
MLD
to Annex M), PHCR80,
described for
(PHCR only once the
COVID Fast track
RGMD to PHCR
candidates and
transition81 is complete,
may be amended
except non-UK nationals
for future
and ROI who will
requirements.
continue to use the
RGMD), IMA82
or DPHC Reserve OH
assessment
2
Cat A
MFD or
0 – 1 yr
See Ser 1.
MLD
3
Cat A
MFD or
1 - 6 yrs
NRC – Rejoiner medical
MLD
including OMQ, PHCR or
RGMD (PHCR only once
the RGMD to PHCR
transition is complete,
except non-UK nationals
and ROI who will
continue to use the
RGMD), PSMA, IMA or
DPHC Res OH
Assessment.
4
Cat B
MFD or
More than 6
See Ser 3.
80 Primary Health Care Record (PHCR) or recruiting Group Medical declaration (RGMD).
81 The RGMD to PHCR transition is a planned period of process change for all candidates to be assessed
using a PHCR in place of the RGMD (other than ROI and non-UK nationals), scheduled for transition from
July 23 onwards.
82 Initial Medical Assessment to be conducted in accordance with AGAI 78 Ch 8. Para 78.827.
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MLD
years
and a
Cpl or above
5
Cat C
Any
Any
NRC full process
Entry standards
applied.
6
Any
MND
Any
Medical Eligibility Check
RG direct
(MEC) followed by Cat
candidate to
A/B/C rejoiner / re-
ARITC Occ Med
enlistment medical
for MEC.
process.
If recommended,
application then
proceeds.
40.111.
Applications will not be accepted from ex-officers who resigned their
commission when called upon to do so or who have been dismissed from the Service for
disciplinary reasons. Only those who continue to hold a commission can apply for a
reinstatement.
40.112.
In the first instance the candidate is to seek advice from the Career Manager of
the specific capbadge or branch they are seeking reinstatement in as to whether there are
available vacancies. Once confirmation of a vacancy has been obtained, applications for
reinstatement are to be made online to the NRC through the Army Jobs website. The
timelines set out for Regular soldier rejoiner candidates, especially Fast Track, do not
apply to Regular officer rejoiners as consultation of an AOSB Transfer Board may be
required, along with submission to the AEB for ratification.
40.113.
Candidates may be required to undergo a probationary period of 12 months (or
such longer period if required by the Arm or Service) before their commission
is confirmed. There will be no eligibility for substantive promotion during the period of
probation, however individuals can be boarded for promotion and if successful
substantively promote at the end of their probationary period para 6.1.008 refers. At the
conclusion of the probationary period the CO and formation commander (not below the
rank of OF6), under whom such candidates are serving are to inform APC. The email
outlining that they are content with the officer and that the commission should be
confirmed should be initiated by the CO, to the CM for onward correspondence to Offrs
Secretariat. Subject to confirmation, officers are entitled to have any substantive promotion
backdated to the original due date (if applicable). Seniority will be granted in accordance
with the PAW 20.
40.114. Rank and type of commission. Applicants are to be considered for
reinstatement in their former substantive rank, with their former seniority date advanced by
the period they were away from the Active List. When reinstatement is approved, they will
normally be granted the type of commission held when they were release, final decision on
the type of commission and length of service presented by CM rests with the AEB.
Conversion to a Regular Commission (Reg C) will not normally be considered by the AEB
until such applicants have served their probationary period from the date of reinstatement.
40.115.
The act of reinstating normally attracts a 3-year return of service: officers will
not normally be allowed to request Premature Voluntary Retirement (PVR) or to transfer
capbadge for a period of 3 years from the date of transfer or reinstatement.
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(Replaces AEL 151 dated Aug 22)
40.116.
CM Branches, with advice from the DBS (Vets) are to acquaint applicants with
the options available, regarding the repayment of any grants or gratuities, and the position
concerning rights for retired pay. Applicants are also to declare, where applicable, their
intention regarding pension aggregation. The agreement of applicants on any option is to
be recorded in writing before an ASB decision is made. Where there is doubt DBS,
Pensions Division, will provide clarification. Attention is drawn to Article 109.a of PAW 20.
Army Reserve
40.117.
Ex-Regulars rejoining the Army Reserve. The Army aspires to transfer a
significant number of those who are nearing completion of their Regular service into the
Army Reserve83. This section explains the process for joining the Army Reserve for those
with previous service, including those from other Services, ex-Army Reserve re-joiners and
those Regular trainees Discharging As Of Right (DAOR), including the criteria that apply to
serving soldiers who expect to leave Regular service in the near future or to those ex-
Regular and ex-Army Reserve soldiers who have recently left.
40.118.
Eligibility:
a.
Serving Soldiers who wish to join the Army Reserve. These individuals may join
immediately upon leaving Regular Service. This group also includes personnel
leaving the Army from Regular Phase 1 and Phase 2 training.
b.
Ex-Regular and ex-Army Reserve fully trained soldiers enlisting into the Army
Reserve who have been out of Army service for less than six years. Individuals must
have completed Phase 2 Training and should have left the Regular Army or Army
Reserve within six years of re-joining.
c.
Ex-Regular and ex-Reserve fully trained Other Ranks of the Other Services
enlisting into the Army Reserve with transferable skills. Individuals with previous
service in the other Services who join the Army Reserve with readily transferable
skills (RM, RAF Regt or PQO/PQS) can be quickly integrated into units with
requirements matching those skills. Those without readily transferable skills will
require retraining and the level of this retraining will be assessed on a case-by-case
basis by Pers Pol (Army) Prof Dev in Army HQ. The six year ‘window’ from discharge
from Regular Service for transferable skills remains. Beyond the six year point then
the full recruitment process will normally be followed. 52 years’ old remains the
maximum age for ex-Regular soldiers to join the Army Reserve.
d.
OCdts of University Officer Training Corps Units.
e.
Serving and ex-Regular soldiers can enlist into the Army Reserve up to their
52nd birthday. Waivers for exceptions will be considered on a case by case basis by
83 For many, service in the Army Reserve will be over and above an individual’s pre-existing Regular
Reserve liability. For clarification of an individual’s personal circumstance, advice should be sought from the
individual’s RCMO.
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Pers Pol (Army). The NRA is at 5584, although authority can be granted to extend if
prior dispensation is gained from Pers Pol (Army).
40.119. This policy does not apply to:
a.
Potential transferees to the Military Provost Guard Service (MPGS).
b.
Individuals who have previously served in other Services without transferable
skills or outside the six year window. They should follow the standard on-line
application process for joining the Army Reserve.
c.
Individuals who have been out of the Army for more than six years who are
outside the scope of this chapter. They should follow the standard on-line application
process for joining the Army Reserve.
d.
Soldiers who are to leave or have been discharged from the Army or Army
Reserve under the paragraphs of Queen’s Regulations or from under Reserve Land
Forces Regulations as shown in Annex F are ineligible to join the Army Reserve.
Where a unit feels an individual has been rehabilitated since discharge a request for
a waiver should be submitted to Pers Pol (Army). For those in the Recruting Group
process such waivers are to be staffed by the NRC.
Responsibilities
40.120. Head Personnel Policy Army (Hd Pers Pol (A)). Hd Pers Pol (A) is
responsible for policy regarding the enlistment of ex-Regular and ex-Reserve personnel
into the Army Reserve.
40.121. Commanding Officers (COs).
a.
Regular Unit COs (including hybrid units). COs are to direct unit staff,
especially RCMOs; to signpost opportunities in the Army Reserve to their Service
leavers (SLs); support those showing interest in joining the Army Reserve and to
process applications expeditiously. COs are also to support Regular Service Leavers
visits to Army Reserve units.
b.
Army Reserve Unit COs:
(1) Are responsible for the strength of their unit(s), including seeking out
Regular and ex-Regular personnel and prioritising the active recruitment of ex-
Regular personnel.
(2) Responsible for the process for SLs to join their units.
(3) Support personnel throughout the process.
84 Musicians 65, PQS 60, SF 60.
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c.
UOTC COs. UOTC COs are to direct unit staff to signpost opportunities in the
Army Reserve to their unit members, support those showing interest in joining the
Army Reserve and to process applications expeditiously.
40.122.
Recruiting Group. Where service personnel have left the Regular Army without
an application to transfer to an Army Reserve unit they are to be treated as service leavers
and will follow the Recruiting Group rejoin process. Applications to rejoin the Army
Reserve should be made via the Army jobs site
https://apply.army.mod.uk/what-we-
offer/rejoiners and candidates will then follow the standard rejoin process.
Application Process
40.123. Serving Personnel. Serving members of the Regular Army who wish to join the
Army Reserve should follow the process as laid down in Annex G. In the first instance,
they should research the Army Reserve unit they wish to join. This can be through the
intranet, internet, unit RCMO, or local Army Careers Centre (ACC). Applications to join
should be submitted using the application form
AFE 7547 and handed to the RCMO.
40.124. Discharging As Of Right (DAOR) from Training Establishments. Where
appropriate, Regular Army Senior Entry recruits who DAOR from Basic Training and Initial
Trade Training are to be actively encouraged during the discharge process to transfer
directly into the Army Reserve or to promptly re-enlist into the Army Reserve upon their
discharge from the Regular Army. The process is different to Regular Army trained
personnel and other re-enlisters and it is detailed at Annex G to Soldier Terms of Service.
40.125. Serving UOTC Personnel. Serving members of UOTC units who wish to join
the Army Reserve either during, or upon completion of their time of study, should follow
the process as laid down in Annex G to Soldier ToS. Applications to join should be
submitted using an AFE 7547. The UOTC Chain of Command is to support personnel
through this process.
40.126. Ex-Service Personnel. Ex-Regular, ex-Army Reserve, ex-UOTC personnel
and those with transferable skills from other Services wishing to join/re-join the Army
Reserve should follow the process as laid down
in Annex H to Soldier ToS. In the first
instance, they should research the Army Reserve unit they wish to join. This can be
through the intranet, internet, unit RCMO, or local Army Careers Centre. Applications to
join should be submitted on-line using the Army Jobs site
https://apply.army.mod.uk/what-
we-offer/rejoiners.
40.127. Medical Grading. Candidates must meet the minimum medical standard of
Medically Limited Deployable (Permanent) (MLD(P)) to enlist in the Army Reserve. This is
the minimum medical standard and is subject to the needs of the Army Reserve. Those
candidates who are no longer serving and are following the Recruiting Group route must
undergo the following medical assessment:
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Ser
MDS on
Time Since
Required
Remarks
discharge
Prior Service
Assessments
(a)
(b)
(c)
(d)
(e)
1
MFD or MLD
0 – 12 months
Self-declaration, PHCR
2
MFD or MLD
12 months – 6
RGMD (PHCR only
Any candidate discharged
years
once the RGMD to
for more than 6 years
PHCR transition85 is
follows ab initio route.
complete, except non-
UK nationals and ROI
who will continue to
use the RGMD),
PSMA, PHCR.
3
MND
Any
See Ser 2 above.
Candidate rejected by RG.
Med appeal submitted to
ARITC Occ Med. If
authorised, application
proceeds.
40.128.
Reduced Commitment. This reduced commitment applies to all trained ex-
Regular SLs that have completed ITT trg and who enlist into the Army Reserve within six
years of their date of discharge from the Regular Service. This incentive lasts for three
years from the date that the individual joins the Army Reserve and cannot be carried
forward if the SP misses a year It therefore only applies to the award of 3 x Certificate of
Efficiency and receipt of 3 x training bounties. There is no incentivisation scheme for those
who have left more than six years prior to their joining the Army Reserve. The incentive
comprises three distinct parts:
a.
Annual Training Requirement. The minimum qualifying period for the annual
Army Reserve Training Bounty will be reduced from 27 to 19 days. The 19 day period
does not need to include attendance on annual camp (or any of the other alternatives
to camp specified in RLFR.
b.
Individual Training Requirement. Ex-Regular personnel joining the Army
Reserve under the terms of the Reduced Commitment incentive are required to
complete the Fittness, Behaviours and Op Law aspects of the Individual Training
Requirement only until the third anniversary of their joining the Army Reserve, at
which time they are to complete ITR in accordance with Unit requriements and issued
policy.
c.
Relaxation of Call-out Liability. Ex-Regular personnel joining the Army
Reserve will not be obliged to fulfil their call-out liability unless they volunteer for
mobilised service and for circumstances stipulated under RFA 96, Section 52:
National danger, great emergency or imminent attack on the UK. The reduced
Commitment can be reinstated after mobilised service ends but will not be extended
85 The RGMD to PHCR transition is a planned period of process change for all candidates to be assessed
using a PHCR in place of the RGMD (other than ROI and non-UK nationals), scheduled for transition from
July 23 onwards.
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beyond the previously scheduled reduced Commitment end date. After the three year
concession period, an individual remaining in the Army Reserve would continue with
the normal Army Reserve liability in lieu of any remaining Reserve liability. On leaving
the Army Reserve, an individual will resume the balance of any Regular
Reserve/RARO liability that may remain. If an individual chooses not to take up the
concession initially, but volunteers for deployed service or takes up a FTRS post, the
concession period will not be extended beyond three years.
40.129. Capbadge/Trade. When an applicant does not join the Army Reserve in their
original capbadge or trade, the Army Reserve unit CO must agree the feasibility of this
additional training requirement. Ex-Regular soldiers seeking to change capbadge should
expect to commit additional training time in their early years in order achieve required
‘trade’ capability in their new capbadge.
40.130.
Physical and education entry standards. The NRC is to check the
requirement for RFT(E), ACT and TST for all rejoiners applying through the Army Jobs
route to rejoin a different capbadge or trade and to arrange for the necessary testing to be
carried out at an Assessment Centre. If any candidate fails to meet the RFT(E), ACT or
TST criteria for their chosen capabdge or trade, the Chain of Command of the Army
Reserve unti they wish to join are to be notified by the NRC. Candidates may be deferred
for restesting in line with the processes set out in AGAI Vol 2 Ch 40 paras 40.041 (RFT(E)
retesting) and 40.050 sub paras a and c (ACT and TST).
40.131. Rank and Seniority. Soldiers who transfer directly from the Regular Army to
the Army Reserve will retain their Regular substantive rank and seniority provided:
a.
They are appointed to a vacant position in that rank in the Army Reserve. And:
b.
There has not been a break in service of more than 6 years.
c.
If a soldier is appointed to an Army Reserve position in the lower rank, they will
revert to that rank and be required to re-compete for promotion to the next
substantive rank again.
(1) Soldiers will retain their original Regular lower rank seniority.
(2) Time spent in the Regular higher rank is to be included.
(3) On re-promotion, all historic seniority will be lost and seniority calculated
from the date of substantive promotion only. Historical reports already written in
the higher rank may be visible to future promotion boards but are not to count
for filtering/grading purposes. There is no requirement for a SP re-promoted to
complete ALDP again for that rank unless policy directs otherwise.
d.
Soldiers who do not transfer directly and have a break in service, will have their
seniority recalculated to reflect their time out of service by the APC.
40.132. Regular Reserve Liability. Individuals joining the Army Reserve from the
Regular Army will have their Regular Reserve liability suspended during their service in the
Army Reserve. Once they leave the Army Reserve, any residual Regular Reserve liability
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is reactivated to the date of their original Regular Reserve run out date. If their Regular
Reserve liability run out date was during their Army Reserve service, then the individual
will have no remaining Regular Reserve liability.
40.133. Security Vetting. All Reservists are required to meet the Baseline Personnel
Security Standard. National Security Vetting (NSV) clearance will be carried forward from
their Regular service for 12 months following discharge from the Regular Army. For those
joining the Army Reserve outside of this 12 month window and if there is a continuing
requirement to maintain vetting, the unit is to apply to DBS NSV requesting a NSV
clearance using the transfer request application form. Where an individual wishes to be
enlisted into a trade which requires a higher security vetting than that which they already
hold/require to hold, their transfer should not be delayed pending the outcome of the
vetting process. However, should they subsequently fail to achieve the necessary standard
they will be treated as if they have failed their re-training. For those out of the Regular
Army for longer than 12 months and in order that an outcome can be determined as soon
as possible, the vetting process should begin as early in the Regular to Reserve transfer
process as is feasible.
40.134. Failure to Pass Retraining or Achieve Security Vetting Standard. It is
possible that having enlisted the individual subsequently fails the training or security
vetting required of their new trade. If this occurs, the following measures may be taken:
a.
The relevant training provider will facilitate a period of re-training and re-testing
if appropriate.
b.
If not appropriate or the problem persists, the CM is to facilitate an internal
transfer to a more suitable trade providing a vacancy exists. Individuals within this
situation will be given higher priority than those yet to be enlisted or who are being
transferred through the Regular Army Transfer Policy. Where no alternative option
exists, the CM is to attempt to arrange their transfer to elsewhere in the Army. In
extremis, where no suitable vacancy can be found or the individual does not wish to
transfer, they will be discharged.
40.135. Civilian/Military Convictions and Conduct. Personnel with previous Regular
service will not normally be accepted into the Army Reserve if the assessment of their
military conduct during that period was below Satisfactory. For those re-joining the Army
Reserve similar assessments of conduct during an individual’s Reserve service are also to
be made by the Reserve CO within the Chain of Command recommendation. The
individual’s JPA disciplinary record is also to be accessed, when deciding whether to make
an offer, the CO is to consider the evidence presented to them in accordance with the
Rehabilitation of Offenders Act.
40.136. Regular Service Leavers Visits to Reserve Units. All Regular Service
Leavers are to undertake an attachment to a Reserve unit prior to their release date. All
Reserve units will programme nine Reserve Familiarisation Visits (RFVs) per year.
Between 4–12 months from release date, SLs are to select an Army Reserve unit at which
to attend a RFV and will then be loaded by their RCMO or the respective desk at APC.
Unless subject to a CO’s waiver all eligible personnel will undertake a RFV in the
geographical area in which they plan to re-settle.
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40.137. All Regular to Reserve transfers should only move into a vacant PID. If there
are no vacant PIDs available in the unit of choice or local units they should move to the
ARRG and reapply for a PID/role and undergo boarding once a PID becomes vacant.
40.138. Financial Conditions of Service. Conditions of Service vary considerably
between Regular, Volunteer Reserve and Full Time Reserve Service commitments. It is
the individual’s responsibility to familiarise themselves with the effect transferring to the
Reserve will have on their own pay, allowances, charges and pension.
40.139.
Transfers between the Regular Army and Army Reserve. The Regular Army
requires a steady inflow of personnel in order to maintain Army structures, whilst there
may be service personnel who are currently serving in the Regular Army and would like to
change their terms of serice. Both of these situations are outside the Army recruitment
process and should instead be dealt with through the processes already in place to allow
transfers and conversions of terms of service. The policy for transferring from the Army
Reserve to the Regular Army, and vice versa, can be found in Soldier Terms of Service.
40.140 – 40.145. Reserved
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Part 5 – Specialist Reserve Entry
40.146.
Entry Process of a Gp A Specialist Reserve. The following specialist areas
and associated sponsor branches within DCap are covered below.
a.
Comd and Comd Sp Cap. Cultural, Language, Finance, Emerging
Technologies, Science & Technical experts, Intelligence Analysts86, Cyber87,
specialists in thematic environments and ICS Network Design Consultancy.
b.
Cbt Sp.
(1) Information Activity and Outreach Capability88, Specialists in Thematic
Environments.
(2) Geospatial Information Systems (GIS), Data Management, Web Services,
Surveyors and Geographers.
c.
HQ PM(A). Specialist criminal investigation89 and custodial/detention activity.
d.
Other specialist areas will be considered on a case-by-case basis by Pers Pol
(A) as requested.
40.147.
Education Standard. SRO must normally hold the minimum of a recognised
degree or equivalent in their specialisation. Due to the nature of the required skill sets,
individuals without a degree may be considered by the appropriate Arms Selection Board
(ASB) on a case-by-case basis.
40.148.
Eligibility:
a.
Age. Civilian candidates seeking specialist entry to the Army Reserve should
normally be over 18 and under 55 years of age. Exceptional authority for applications
outside this age bracket can be requested from Pers Pol(A) in accordance with
Paragraph 40.085 above.
b.
SROR. Applications from untrained candidates to join will be accepted up to the
day before an individual’s 50th birthday. Trained ex-Regular and trained ex-Reserve
Other Ranks may join the Army Reserve up to their 52nd birthday.
c.
Exceptional authority for applications outside this age bracket can be requested
from Pers Pol(A) in accordance with 40.127 below.
86 Specific strategic knowledge/experience outside generic INT CORPS capabilities could include Investment
Banking, Demographics, Economics, Police, Government Agency Analysts and Academics.
87 Includes the full range of Cyber and Information Assurance activities.
88 Outreach includes Capacity Building, support to Stabilisation Operations and other aspects of Defence
Engagement.
89 For example, cyber-crime, fraud, homicide, disaster victim identification, sexual offences, crime
intelligence, domestic violence, forensics.
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d.
Medical Procedures. Candidates will follow the same medical administrative
and clinical screening process as other Army Reserve candidates. Candidates who
declare medical histories during the recruiting process that require special
consideration (eg a specialist opinion and/or service occupational medicine
assessment) will be identified in the application process and managed appropriately
by NRC.
e.
Other requirements. Applicants must adhere to all other residency and
appearance requirements in accordance with this AGAI.
40.149.
Security Clearance. If required, security clearance should be requested after
candidates have passed their respective ASBs but before commencing initial training.
Where Developed Vetting (DV) is a requirement for the candidate’s role90, the recruitment
and training process and subsequent probationary employment should continue in tandem
with the DV assessment (which usually takes several months). If DV is not granted, the
probationary commission/Colour Service may be terminated.91 Candidates must be briefed
on this prior to commencing the selection process.
40.150.
Waivers. No person who falls outside the normal criteria for entry can be
enlisted without authority from Pers Pol(A). Waivers can be requested using AFB 203, see
Annex Q. The application must state why the individual does not meet the normal policy
criteria, why the skill set held by the applicant is required by the Army and why it cannot be
provided by other means. The form should be submitted through the Chain of Command
via the respective D Cap Sponsor to Pers Pol (A) for a final decision before attestation.
40.151.
Selection. After completing the normal recruiting pipeline process, SROR
candidates are to attend and pass at an Assessment Centre and pass the appropriate D
Cap Sponsor ASB to ascertain their specialist expertise. Once the candidate has passed
their ASB and their pre-employment checks have cleared, they may be enlisted and,
where applicable, loaded for Phase 1 training or, depending on specialisation, commence
employment. Should a candidate not meet normal entry criteria, waivers are to be staffed
to Pers Pol(A).
40.152 - 40.170. Reserved.
90 This applies to most cyber and intelligence roles and some cultural advisor roles.
91 Where individuals were already a member of the Reserves then they may return to their generalist post
and will not lose their commission/Colour Service.
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Part 6 – Lateral Entry
40.171.
General. This policy provides guidance for the recruitment and entry into the
Army at above base
rank without completion of standard ab initio entry and training
pathways.
40.172.
Scope.
a.
The following are in scope of this policy:
(1) ‘Pure’ Lateral Entry. Entrants into the Army at above base rank of
individuals with no previous relevant military experience.
(2) Non-UK and Inter-Service Transfers. Entrants into the Army of individuals
applying to transfer from other Services or other armed forces who will normally
have no previous service within the British Army.
(3) Re-joiners and reinstatement of trained former soldiers and officers where
re-entry is proposed at a higher rank than previously held.
40.173.
Requirement. Lateral Entry candidates will provide the Army with an
opportunity to fill existing and/or forecasted skills gaps and has the benefit of being able to
support in the accelerated delivery of new capabilities. This policy provides the
methodology from which Lateral Entry can be delivered.
40.174.
Principles. The following principles are to be applied in the delivery of this
policy.
a.
The requirement for lateral entry is normally determined by the relevant
workforce planners in conjunction with; the capability owner, Corps/Regimental HQ,
individual Career or Career Field Managers and the employer.
b.
Decisions to authorise lateral entry recruitment must focus on the imperative to
develop and deliver capability or mitigate shortfalls or gaps.
c.
Entering the Army at above base rank having not completed standard training
and progression pathways presents an inherent risk which must be balanced against
the service need. Lateral entrant recruitment is based around a process of
understanding, mitigating and – where required – tolerating this risk.
d.
Every opportunity must be taken to process lateral entrants rapidly from
expression of interest to employment. This may include enabling lateral entrants to
join their units immediately on entry pending attendance on the appropriate training
courses (as is current practice for re-joiners).
e.
Once attested lateral entrants should be treated in the same manner as their
conventionally recruited peers. Initially this will be within the bounds of their lateral
entry training pathway. Once trained and fully employable their KSE may be
exploited in accordance with their terms of service.
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f.
The optimum selection standards and lateral entry training pathways will be
those which meet the minimum requirement to be safe (current and competent) in
role, as determined by the capability owner.
Recruitment and Entry Process
40.175.
Lateral Entry into the Army consists of four stages set out in the following
paragraphs.
40.176.
Stage 1 – Requirement and Initial Planning.
a.
Workforce Requirement. Decisions to pursue recruitment by lateral entry will
either be directed centrally by WF Plans or initiated by Corps/Regimental HQ in
accordance with the principles outlined in Para 3. Decisions are to satisfy the
following:
(1) Routine recruitment at base rank and other internal solutions cannot meet
the workforce requirement within a timeline sufficient to meet the Army’s need.
(2) A lateral entrant into the post, trade or group of posts could be viably
employed for the duration of an engagement of commission.
b.
Terms of Service. Parallel to the workforce requirement decision the central or
E1 WF personnel leads must give consideration to the terms of service that could be
offered, to ensure they meet the workforce requirement and nest effectively within the
constraints of the structure. Developed terms of service will inform the recruitment
process but will in some cases need to be tailored to each applicant at a later stage.
40.177.
Stage 2 – Recruitment of Candidates for Lateral Entry. Responsibility to
attract candidates will normally sit with Corps and Regimental HQs. Once candidates have
been identified applications will be made online via the normal Army recruiting process.
ARITC and Capita will support candidates through the recruitment process thereafter, and
will liaise with Corps/Regimental HQ and the relevant CM accordingly.
40.178.
Stage 3 – Assessment and Development of Training Pathway.
a.
Assessment. Once a candidate(s) have been identified they are to be
assessed for suitability for:
(1)
Entry into Army Service. Eligibility to enter the British Army as set out in
this policy.
(2)
Rank. Suitability to enter at above base rank in accordance with ACRs
(officers) or Soldier Terms of Service (soldiers) and associated policies92.
92These policies include references to related policies and orders stipulating additional requirements for
individuals to select for, substantiate in or otherwise hold certain ranks.
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(3)
Employment. Suitability to be employed in the relevant trade and post in
accordance with the relevant Corps or Regimental instructions.
b.
Training Pathway. Assessment of the candidate will determine their eligibility
to join the Army and in parallel inform the development of the training pathway
required for entry and any bespoke terms of service. Training pathways are to meet
the requirements of the Lateral Entry principles.
40.179.
Stage 4 – Decision.
a.
Deciding Authorities. Applications will be decided in accordance with Soldier
Terms of Service (soldiers) and Army Commissioning Regulations (officers).
Applications may be referred to the deciding authority when the following are
satisfied:
(1) All essential requirements to enter the Army under this policy have been
met or waived by the relevant authority, with the exception of:
(a) Completion of a Pre-Service Medical Assessment (PSMA).
(b) Completion of Security Vetting.
(c) Completion of trade specific vetting (e.g.Provost Vetting) or
necessary DBS Employment Checks.
(2) The Corps/Regimental HQ Pers lead and relevant CM judges the
application to have sufficient evidence to be considered by the deciding
authority.
b.
Criteria. Deciding authorities will consider two fundamental questions as relates
to each applicant:
(1) Whether the applicant is suitable for entry into the relevant rank and
trade.
(2) Whether the proposed entry and training pathway is appropriate, and
sufficiently mitigates the risks associated with lateral entry.
c.
Decisions. Deciding authorities may issue the following decisions:
(1)
Application Approved.
(a)
No Caveats. Where the applicant meets all essential requirements
under the policies set out at Para 8a and are deemed suitable for entry in
the relevant rank and employment under the terms of service and training
pathway proposed.
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(b)
With caveats. Where applicants meet all essential requirements, but
adjustment is required to their terms of service and/or training pathway
before an offer letter is issued.
(c)
Pending PSMA/Vetting. Where the applicant is approved with or
without caveats, pending satisfactory completion of additional checks (see
Para 40.178 a(1)).
(2)
Insufficient Information. The deciding authority judges that there is
insufficient evidence to satisfy them of the applicant’s suitability. The application
may be re-submitted.
(3)
Application Rejected. The board judges the applicant is not suitable for
entry.
40.180.
Stage 5 – Offer, Entry, Training and Onward mentoring. Following approval
of the application an offer letter will be issued to the candidate setting out all relevant terms
of employment, the proposed training pathway and any caveats relevant to the offer.
Following acceptance the Corps/Regimental HQ will notify the gaining unit and relevant
career manager of the impending lateral entrant and provide guidance on their
management. Progression of the entrant through the proposed training pathway is the
responsibility.
Determining Training Requirements
40.181.
For each lateral entrant a bespoke training pathway must be determined that:
a.
Ensures the SP is safe and competent to serve in their rank and employment,
as required by their terms of service.
b.
Where possible and practical enables the SP to access future career
opportunities. These include but are not limited to promotion and conversion of
engagement.
c.
And so support the credibility of the candidate in their role.
40.182.
Qualifications required for Employment. The default position is that lateral
entrants must hold or gain all competencies normally required for their rank and
employment. The qualification requirements normally held by a SP in the relevant rank and
employment form the start point for determining the specific qualification requirements.
This includes:
a.
Basic Close Combat Skills. Basic Close Combat Skills training as set out in
ACSO 1204. This will normally be achieved through completion of Common Military
Syllabus (Reserves) (soldiers) or the Commissioning Course (Short) (officers).
b.
Education, Leadership and Management Training. All requirements as
specified in ACRs (officers) and Soldier Terms of Service (soldiers) and associated
policies.
AEL 159
40/6-4
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
c.
Military Qualifications. Qualifications required for specific trades or
employments in the relevant rank, as may be set out in ACRs or Corps/Regimental
Instructions (or equivalents).
40.183.
Consideration of Existing Qualifications. The potential lateral entrant’s
existing qualifications should be considered in comparison to those normally required for
the proposed employment. The deficit between qualifications already held at those
required for employment represents risk to the Army.
a.
Equal qualifications. The qualifications held by the potential lateral entrant are
identical to those required of the terms of service, rank and employment proposed for
entry. Equal qualifications do not constitute risk to the Army.
b.
Equivalent Qualifications (Full/Partial). The qualifications held by the
potential lateral entrant may be deemed equivalent to all or part of the qualifications
required of the rank and employment. Such equivalence is to be determined by the
Training Requirements Authority for the military qualification. Any deficit between a
partially equivalent qualification and the required military qualification constitutes risk
to the Army that must be mitigated or tolerated (see para 40.184).
c.
Relevant Qualifications. Qualifications are deemed relevant for determining
suitability for rank or employment but cannot or will not be deemed equivalent to the
military qualification. In these circumstances the potential lateral entrant will normally
be required to complete the full military qualification upon entry.
40.184.
Training Requirement. Where a deficit (risk) is identified between the
requirements for employment and the existing qualifications held the Corps/Regimental
leads are to determine the appropriate training requirements for the SP to serve in the
relevant rank and employment.
a.
Default Approach. The lateral entrant training pathways will include military
training that fully mitigates the training deficit and risk identified.
b.
Constrained Approach. Where the default approach is not possible or
practical the residual training deficit/risk must be highlighted to the deciding authority
for consideration. Where this approach would impair the individual’s ability to
progress their career one of the following approaches will be taken:
(1)
Constrained Career. The lateral entrant will follow a constrained career
path as compared to their peers in the same terms of service, rank and
employment. This may, for example, see them restricted or impaired in their
ability to promote, convert to a new engagement or commission or access wider
employment opportunities.
(2)
Variation of Terms of Service. To reduce or negate any career
constraints elements of the lateral entrants’ terms of service may be waived or
amended specifically for the candidate. See para 40.185.
AEL 159
40/6-5
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
Terms & Conditions of Service
40.185.
Terms of Service. Corps/Regiments should consider which engagement or
commission terms of service best meets their requirement. The available terms are set out
in ACRs (officers) and Soldier Terms of Service (soldier), in combination with the Reserve
Land Forces Regulations (Reserves) as applicable. Upon joining the Army the lateral
entrant will normally be subject to the full policy provisions associated with those terms of
service and any supporting Corps or Regimental instructions relevant to the employment.
By exception, and where essential to meet the Service need, elements of Army policy or
Corps/Regimental Instructions may be varied to meet the specific circumstances of the
lateral entrant and the proposed employment. Authority to vary terms sits with Pers Pol
(Army)93.
40.186.
Conditions of Service. Entitlements to pay, pension, allowances,
accommodation and other conditions of service will normally be consistent with the
relevant Defence or Army policy. Where it is deemed appropriate to offer a prospective
lateral entrant non-standard conditions of service advice should be sought from Pers Pol
(Army)94. Authority for any non-standard conditions of service should be obtained in writing
before a written offer of entry is issued.
Post-Decision Activity
40.187.
Offer. An offer of lateral entry is made to the applicant setting out:
a.
Any pre-conditions of entry Para 9c(1)(b).
b.
The terms of service proposed for entry into the Army.
c.
The training pathway that will be followed on entry.
d.
Any constraints on the future career path, or access to broader career
opportunities inherent in the offer.
e.
Any authorised variations to normal conditions of service.
40.188.
Attestation. Applicants will attest within 2 hrs of having reported for duty. The
attestation of lateral entry applicants falls to the unit to which the applicant has reported for
duty.
40.189.
Training. Lateral entrants are to progress through the training pathway set out
in their offer letter. Completion of training courses without extensive prior military
experience may present an additional challenge for some lateral entrants. The chain of
command are to be prepared to provide the necessary support to prepare lateral entrants
to successfully attend such courses. The ‘Untrained Strength’ marker on JPA is to be
removed on successful completion of all courses mandated on their individual training
pathway.
93Pers Pol (Army) will seek higher authority as may be required.
94 For Pay, Pensions and Allowances advice should be sought from Army Remuneration Policy. For
accommodation and other conditions of service advice should be sought from Army Personnel Services.
AEL 159
40/6-6
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
40.190.
Career Management. Upon receiving confirmation of acceptance of the offer
the Corps/Regimental lead is to notify the career manager and the gaining unit of the
candidate’s entry, the relevant terms of service, the training pathway and provide direction
on mentoring as may be applicable. Following attestation Corps/Regimental leads are to
retain oversight of the progress of lateral entrants until the specified training pathway has
been completed.
40.191.
Mentoring. Lateral entrants are to be provided with a mentor as defined by
ACSO 3241 – Army Mentoring Capability to support them during their initial service. The
type of mentoring, the rank and employment of the mentor and the timeline over which
mentoring is to take place is to be determined by the Corps/Regimental staff lead.
Specific Provisions for the Lateral Entry of Soldiers
40.192.
Limits. Lateral entrants may not enlist into the Army before their 18th birthday.
Pure lateral entrants will not normally be considered for entry into the Army below the rank
of Cpl.
40.193.
Engagements. Lateral entrants into the Regular Army will normally enlist on a
VEng(Short) engagement. Where a shorter engagement is required an application for
authority to use a Type-S engagement of the required length is to be made to Pers Pol
(Army). Lateral entrants into the Army Reserve will enlist on a standard Army Reserve
engagement appropriate to their employment group.
40.194.
Right to Terminate Service. Whilst entering at above base rank lateral
entrants are still considered as recruits upon enlistment and are able to apply to Discharge
as of Right (DAOR) accordingly. Thereafter they may given notice to terminate their
engagement as set out in Soldier Terms of Service.
40.195.
Failure to complete training. Where a lateral entrant fails to complete the
mandated training specified in their offer letter an application for discharge may be made
in accordance with QRs(Army) 1975 and AGAI 49.
Specific Provisions for the Lateral Entry of Officers
40.196.
Lateral entry forms the basis for several enduring pathways to service as a
commissioned officer in the Army. In the following cases the primary policy for considering
lateral entry candidates is the relevant chapter of ACRs and the policy contained herein
may be disregarded. These pathways include the commissioning of:
a.
Commissioning of Professionally Qualified Officers (PQOs).
b.
Non-UK and Inter-Service Transfers.
c.
Specialist Officers in the Army Reserve Group B (General Service Corps,
Engineer and Logistic Staff Corps, JFCYG Cyber Advisory Team).
d.
Specialist Reserve Officers in the Army Reserve Group D.
AEL 159
40/6-7
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
40.197.
Outside of the circumstances above candidates for lateral entry as an officer
may be considered on a case-by-case basis by the Army Employment Board (AEB).
Advice should be sought from WF Pol during Stage 1.
Preparation of Applications
40.198.
Corps/Regimental HQs and Career Managers are to utilise the Lateral Entry
Candidate Estimate proforma (Annex P) in order to support Stages 3 and 4 of the
Recruitment and Entry Process. Together with supporting evidence the proforma is to be
submitted to the Deciding Authority to inform the consideration of candidates.
AEL 159
40/6-8
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
ANNEX A TO CHAPTER 40
MINIMUM PERIODS OF UK RESIDENCY REQUIRED BY POTENTIAL RECRUITS PRIOR TO NRC STAFF FORWARDING NSV
APPLICATIONS
Ser
BPSS/ NSV
Overseas Country-Originated/Resided
Minimum UK
Remarks
Residency
Required
1.
BPSS
All sole British/dual British/Commonwealth nationals.
Nil
Army HQ accept risk.
2.
SC/CTC
Sole British nationals – previously resident in Australia, 1 yr
Army HQ accepts risk during Basic Training95.
New Zealand, Canada, USA.
3.
Sole British nationals – previously resident elsewhere
18 mths
other than Australia, New Zealand, Canada, USA.
4.
Military transferee from Australia, New Zealand,
Nil
No more than 18 mths out of military service.
Canada Armed Forces.
5.
Commonwealth nationals.
3 yrs (CTC)
3 years for SC
UK dual nationals
6.
Dual nationals British since birth.
18 mths
7.
Dual nationals British element gained in last 10 yrs.
2 yrs
8.
Dual nationals British element gained under 5 yrs.
30 mths
RMAS
9.
SC
Sole British/dual British or Commonwealth candidate.
As above
BPSS acceptable for initial RMAS entry provided
sufficient residency for CTC/SC waiver achieved no
later than 9 mth point of course when SC application
must have been submitted.
10.
DV
Sole British.
5 years
In last 10 years.
11.
Dual British.
6 years
In last 10 years.
12.
Commonwealth national.
7yrs 6 mths
In last 10 years.
95 Assuming the requirement for all Commonwealth candidates to have 5 years’ residency before making application to join the Army is no longer applicable
AEL 159
40/A-1
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
Intentionally blank
AEL 159
40/A-2
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
ANNEX B TO CHAPTER 40
LIST OF COMMONWEALTH COUNTRIES
A complete and upto date list of CW countries can be found using th
is link. Further
information regarding CW recruitment can be found using this
link.
Intentionally blank
AEL 159
40/B-1
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
Intentionally blank
AEL 159
40/B-2
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
ANNEX C TO CHAPTER 40
ENTRY STANDARDS BY CEG
AT ARMY SELECTION CENTRE AND BASIC TRG
The Army entry test (RFT(E)) will be used at Army Selection Centres and the start of BT to ensure recruits and officer cadets are at the
appropriate level of fitness to commence BT.
RFT(E) consists of a Seated Medicine Ball Throw, a Mid-Thigh Pull and Multi Stage
Fitness Test (MSFT).
Combat – Infantry
PHYSICAL EMPLOYMENT STANDARDS (PES) - ROLE FITNESS STANDARDS (ENTRY) - RFT(E)
Role
MSFT Level Mid Thigh Pull Medicine Ball Throw
All Infantry except PARA (SE and JE)
8.06 76 kg 3.1 metres
Para (SE)
11.06 76 kg 3.1 metres
Para (R)
11.06 76 kg 3.1 metres
Para (JE)
11.06 76 kg 3.1 metres
Combat – RAC
PHYSICAL EMPLOYMENT STANDARDS (PES) - ROLE FITNESS STANDARDS (ENTRY) - RFT(E)
Role
MSFT Level Mid Thigh Pull Medicine Ball Throw
All Roles (SE and JE)
8.06 76 kg 3.1 metres
Combat – AAC
PHYSICAL EMPLOYMENT STANDARDS (PES) - ROLE FITNESS STANDARDS (ENTRY) - RFT(E)
Role
MSFT Level Mid Thigh Pull Medicine Ball Throw
All Roles (JE & SE) and Reserve
5.08 50 kg 2.7 metres
Combat Support – RA
PHYSICAL EMPLOYMENT STANDARDS (PES) - ROLE FITNESS STANDARDS (ENTRY) - RFT(E)
Role
MSFT Level Mid Thigh Pull Medicine Ball Throw
All Roles (JE & SE) and Reserves
6.06 50 kg 2.7 metres
AEL 159
40/C-1
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
Combat Support – RE
PHYSICAL EMPLOYMENT STANDARDS (PES) - ROLE FITNESS STANDARDS (ENTRY) - RFT(E)
Role
MSFT Level Mid Thigh Pull Medicine Ball Throw
All Roles (JE & SE)
7.05 50 kg 3.0 metres
Combat Support – Int Corps
PHYSICAL EMPLOYMENT STANDARDS (PES) - ROLE FITNESS STANDARDS (ENTRY) - RFT(E)
Role
MSFT Level Mid Thigh Pull Medicine Ball Throw
All Roles (SE)
6.06 50 kg 2.7 metres
Combat Support – R SIGNALS
PHYSICAL EMPLOYMENT STANDARDS (PES) - ROLE FITNESS STANDARDS (ENTRY) - RFT(E)
Role
MSFT Level Mid Thigh Pull Medicine Ball Throw
All roles (JE & SE) and Reserve
6.06 50 kg 2.7 metres
Combat Service Support – RLC
PHYSICAL EMPLOYMENT STANDARDS (PES) - ROLE FITNESS STANDARDS (ENTRY) - RFT(E)
Role
MSFT Level Mid Thigh Pull Medicine Ball Throw
All Roles (JE & SE)
6.06 50 kg 2.7 metres
Combat Service Support – REME
PHYSICAL EMPLOYMENT STANDARDS (PES) - ROLE FITNESS STANDARDS (ENTRY) - RFT(E)
Role
MSFT Level Mid Thigh Pull Medicine Ball Throw
All Roles (JE & SE)
6.06 50 kg 3.0 metres
Combat Service Support – RAMC
PHYSICAL EMPLOYMENT STANDARDS (PES) - ROLE FITNESS STANDARDS (ENTRY) - RFT(E)
Role
MSFT Level Mid Thigh Pull Medicine Ball Throw
AMS 1 (CMT/Medical Officer)
6.06 50 kg 2.7 metres
AMS 2 (All other)
5.08 50 kg 2.7 metres
AEL 159
40/C-2
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
Combat Service Support – RADC
PHYSICAL EMPLOYMENT STANDARDS (PES) - ROLE FITNESS STANDARDS (ENTRY) - RFT(E)
Role
MSFT Level Mid Thigh Pull Medicine Ball Throw
All Roles (SE)
5.08 50 kg 2.7 metres
Combat Service Support – RAPTC
PHYSICAL EMPLOYMENT STANDARDS (PES) - ROLE FITNESS STANDARDS (ENTRY) - RFT(E)
Role
MSFT Level Mid Thigh Pull Medicine Ball Throw
Reserve only (all roles)
8.06 76 kg 3.1 metres
Combat Service Support – RAVC
PHYSICAL EMPLOYMENT STANDARDS (PES) - ROLE FITNESS STANDARDS (ENTRY) - RFT(E)
Role
MSFT Level Mid Thigh Pull Medicine Ball Throw
All roles SE and Reserve
5.08 50 kg 2.7 metres
Dog Handler (AMS 1)
6.06 50 kg 2.7 metres
Combat Service Support – QARANC
PHYSICAL EMPLOYMENT STANDARDS (PES) - ROLE FITNESS STANDARDS (ENTRY) - RFT(E)
Role
MSFT Level Mid Thigh Pull Medicine Ball Throw
All roles SE and Reserve
5.08 50 kg 2.7 metres
Combat Service Support – AGC(SPS)
PHYSICAL EMPLOYMENT STANDARDS (PES) - ROLE FITNESS STANDARDS (ENTRY) - RFT(E)
Role
MSFT Level Mid Thigh Pull Medicine Ball Throw
All Roles (AGC-1)
5.08 50 kg 2.7 metres
AEL 159
40/C-3
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
Combat Service Support – AGC(RMP)
PHYSICAL EMPLOYMENT STANDARDS (PES) - ROLE FITNESS STANDARDS (ENTRY) - RFT(E)
Role
MSFT Level Mid Thigh Pull Medicine Ball Throw
All Roles
6.06 50 kg 2.7 metres
Combat Service Support - RCAM
PHYSICAL EMPLOYMENT STANDARDS (PES) - ROLE FITNESS STANDARDS (ENTRY) - RFT(E)
Role
MSFT Level Mid Thigh Pull Medicine Ball Throw
All Roles
4.02 50 kg 2.7 metres
AEL 159
40/C-4
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
ANNEX D TO CHAPTER 40
(GTI SCORES AND EDUCATIONAL REQUIREMENTS - SOLDIERS)
Combat – Infantry
GENERAL TRAINABILITY INDEX (GTI) SCORES - ARMY COGNITIVE TEST (ACT) COMPATIBLE
Role
GTI Minimum
Infantry (Line, Gds Para) JE, SE & Reserves
34
EDUCATIONAL REQUIREMENTS
Role
Qualifications
All Roles
No formal Qualifications required
Combat - RAC
GENERAL TRAINABILITY INDEX (GTI) SCORES - ARMY COGNITIVE TEST (ACT) COMPATIBLE
Role
GTI Minimum
HCAV Crew
44
RAC Crew
44
EDUCATIONAL REQUIREMENTS
Role
Qualifications
All Roles
No formal Qualifications required
AEL 159
40/D-1
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
Combat – AAC
GENERAL TRAINABILITY INDEX (GTI) SCORES - ARMY COGNITIVE TEST (ACT) COMPATIBLE
Role
GTI Minimum
AAC Groundcrew
48
EDUCATIONAL REQUIREMENTS
Role
Qualifications
All Roles
No formal Qualifications required
Combat Support – RA
GENERAL TRAINABILITY INDEX (GTI) SCORES - ARMY COGNITIVE TEST (ACT) COMPATIBLE
Role
GTI Minimum
All Roles (SE) and Reserves
38
EDUCATIONAL REQUIREMENTS
Role
Qualifications
All Roles
No formal Qualifications required
AEL 159
40/D-2
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
Combat Support - RE
GENERAL TRAINABILITY INDEX (GTI) SCORES - ARMY COGNITIVE TEST (ACT) COMPATIBLE AND TECHNICAL SELECTION TEST
(TST)
Role
GTI Minimum
TST
ME (Specialist) - Construction Material Technician
55
25
ME (Specialist) - Draughtsman Electrical and Mechanical
55
25
ME (Specialist) - Design Draughtsman
55
25
ME (Specialist) - Survey Engineer
55
25
ME (Combat Specialist)- Armoured
47
21
ME (Combat Specialist) - Driver
40
16
ME (Combat Specialist)- Logistic Specialist
47
21
ME (Combat Specialist) - Command, Control and Communication Systems Operator
16
47
ME (Tradesman) - Plant Operator
53
21
ME (Tradesman) - Bricklayer and Concreter
47
21
ME (Tradesman) - Fabricator/ Welder
47
21
ME (Tradesman) - Building and Structural Finisher
47
21
ME (Tradesman) - Explosive Ordnance Disposal and Search
47
21
ME (Tradesman) and EOD&S - Carpenter and Joiner
47
21
ME (Technician) - Fitter General
53
21
ME (Technician) - Electrician
53
25
ME (Technician) - Heating and Plumbing
53
23
ME (Technician) - Air Conditioning and Refrigeration
53
25
ME Geographic
55
25
Infrastructure Engineer (Reserves)
55
25
Combat Engineer (Reserves)
40
N/A
Driver (Reserves)
40
N/A
AEL 159
40/D-3
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
Combat Support - RE
EDUCATIONAL REQUIREMENTS
Role
Qualifications
ME (Specialist) - Construction Material Technician GCSE Grade A–C/9-5 in Maths and GCSE Grade A-C/9-4 in English Lang +1 other subject
ME (Specialist) - Draughtsman Electrical and
Mechanical
GCSE Grade A–C/9-5 in Maths and GCSE Grade A-C/9-4 in English Lang +1 other subject
ME (Specialist) - Design Draughtsman
GCSE Grade A–C/9-5 in Maths and GCSE Grade A-C/9-4 in English Lang +1 other subject
ME (Specialist) - Survey Engineer
GCSE Grade A–C/9-5 in Maths and GCSE Grade A-C/9-4 in English Lang +1 other subject
ME (Combat Specialist)- Armoured
No Formal Quals required
ME (Combat Specialist) - Driver
No Formal Quals required
ME (Combat Specialist)- Logistic Specialist
GCSE Grade A–D/9-3 in Maths and GCSE Grade A-D/9-3in English Lang +1 other subject
ME (Combat Specialist) - Command, Control and
Communication Systems Operator
No Formal Quals required
ME (Tradesman) - Plant Operator and Mechanic
GCSE Grade A–D/9-3 in Maths and GCSE Grade A-D/9-3in English Lang +1 other subject
ME (Tradesman) - Bricklayer and Concreter
GCSE Grade A–D/9-3 in Maths and GCSE Grade A-D/9-3in English Lang +1 other subject
ME (Tradesman) - Fabricator/ Welder
GCSE Grade A–D/9-3 in Maths and GCSE Grade A-D/9-3in English Lang +1 other subject
ME (Tradesman) - Building and Structural
Finisher
GCSE Grade A–D/9-3 in Maths and GCSE Grade A-D/9-3in English Lang +1 other subject
ME (Tradesman) - Explosive Ordnance Disposal
and Search
GCSE Grade A–D/9-3 in Maths and GCSE Grade A-D/9-3in English Lang +1 other subject
ME (Tradesman) and EOD&S - Carpenter and
Joiner
GCSE Grade A–D/9-3 in Maths and GCSE Grade A-D/9-3in English Lang +1 other subject
ME (Technician) - Fitter General
GCSE Grade A–C/9-4 in Maths and GCSE Grade A-C/9-4 in English Lang +1 other subject
ME (Technician) - Electrician
GCSE Grade A–C/9-5 in Maths and GCSE Grade A-C/9-4 in English Lang +1 other subject
ME (Technician) - Heating and Plumbing
GCSE Grade A–C/9-5 in Maths and GCSE Grade A-C/9-4 in English Lang +1 other subject
ME (Technician) - Air Conditioning and
Refrigeration
GCSE Grade A–C/9-5 in Maths and GCSE Grade A-C/9-4 in English Lang +1 other subject
ME Geographic
GCSE Grade A–C/9-5 in Maths and GCSE Grade A-C/9-4 in English Lang +1 other subject
Infrastructure Engineer (Reserves)
Combat Engineer (Reserves)
Driver (Reserves)
No Formal Quals required
AEL 159
40/D-4
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
Combat Support – Int Corps
GENERAL TRAINABILITY INDEX (GTI) SCORES - ARMY COGNITIVE TEST (ACT) COMPATIBLE AND TECHNICAL SELECTION TEST
(TST)
Role
GTI Minimum
Operator Military Intelligence
55
Operator Technical Intelligence
55
EDUCATIONAL REQUIREMENTS
Role
Qualifications
GCSE Grade A–C/9-4 in at least English Language, Maths and three other subjects.
The other three qualifications must be made up academic subjects including: History,
Operator Military Intelligence
Geography, Science (Science double counts as 2 GCSEs) Physics, Biology, Chemistry,
English Literature, Business Studies, or any language qualification.
GCSE Grade A–C/9-4 in at least English Language, Maths and three other subjects.
The other three qualifications must be made up academic subjects including: History,
Operator Technical Intelligence
Geography, Science (Science double counts as 2 GCSEs) Physics, Biology, Chemistry,
English Literature, Business Studies, or any language qualification.
AEL 159
40/D-5
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
Combat Support – R SIGNALS
GENERAL TRAINABILITY INDEX (GTI) SCORES - ARMY COGNITIVE TEST (ACT) COMPATIBLE AND TECHNICAL SELECTION TEST
(TST)
Role
GTI Minimum TST
Cyber Engineer
48 25
Electronic Warfare & Signals Intelligence
48 25
Power Engineer
48 22
Supply Chain Operator
41 N/A
EDUCATIONAL REQUIREMENTS
Role
Qualifications
GCSE level 4/C or above in Maths or ICT, Level 3/D or above in English or RQF level 2
Cyber Engineer
equivalents.
Electronic Warfare & Signals Intelligence
3 x GCSE level 4/C or above in Maths, Science and English Language or RQF level 2
equivalents.
Power Engineer
GCSE level 4/C or above in Maths, level 3/D or above in English or level 2 equivalents.
Supply Chain Operative
No qualifications required.
AEL 159
40/D-6
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
Combat Service Support – RLC
GENERAL TRAINABILITY INDEX (GTI) SCORES - ARMY COGNITIVE TEST (ACT) COMPATIBLE AND TECHNICAL SELECTION TEST
(TST)
Role
GTI Minimum TST
Marine Engineer
55 27
Mariner
47 N/A
Port Operator
44 N/A
Driver
42 N/A
Driver Communication Specialist
46 N/A
Postal and Courier
44 N/A
Logistic Supply Specialist
41 N/A
(Driver)Air Dispatcher
44 N/A
Ammunition Technician
58 30
Petroleum Operator
47 N/A
Movement Controller
48 N/A
Chef
38 N/A
Operational Hygiene Operator (Reserves only)
40 N/A
EDUCATIONAL REQUIREMENTS
Role
Qualifications
GCSE Grade A–C/9-4 in at least English Language, Maths and one other subject
Marine Engineer
preferably Science or DT
Mariner
GCSE Grade A–C/9-4 in Maths and English Language
5 GCSEs Grades A-C/9-4 which must include Maths, English Language and either
Ammunition Technician
Physics, Science, or Integrated Science.
Postal and Courier
GCSE Grades A - D / 9 - 3 which must include English Language and Maths.
Logistic Supply Specialist
GCSE Grade E/2 or above in Maths and English.
Movement Controller
GCSE Grade A–C/9-4 in English Language and Maths
AEL 159
40/D-7
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
Combat Service Support – REME
GENERAL TRAINABILITY INDEX (GTI) SCORES - ARMY COGNITIVE TEST (ACT) COMPATIBLE AND TECHNICAL SELECTION TEST
(TST)
Role
GTI Minimum TST
Technical Support Specialist
41 N/A
Metalsmith, Recovery Mechanic
48 16
Vehicle Mechanic, Armourer
50 24
Aircraft, Electronics and Avionics Technician
56 39
EDUCATIONAL REQUIREMENTS
Role
Qualifications
Aircraft Technician
Maths Higher: A* - B / Level 9 - 6
English: A* - C / Level 9 - 5
Avionics Technician
Science: A* - B / Level 9 - 6
Maths Higher: A* - C / Level 9 - 5
Electronics Technician
English: A* - C / Level 9 - 5
Science: A* - C / Level 9 - 5
Vehicle Mechanic
Maths Higher: A* - D / Level 9 - 4
English: A* - D / Level 9 - 4
Weapons System Engineer (Armourer)
Science: A* - D / Level 9 - 4
Metalsmith
Maths Higher: A* - D / Level 9 - 4
English: A* - D / Level 9 - 4
Recovery Mechanic
Science: A* - D / Level 9 - 4
Maths Higher: A* - D / Level 9 - 4
Technical Support Specialist
English: A* - D / Level 9 - 4
AEL 159
40/D-8
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
Combat Service Support – RAMC
GENERAL TRAINABILITY INDEX (GTI) SCORES - ARMY COGNITIVE TEST (ACT) COMPATIBLE AND TECHNICAL SELECTION TEST
(TST)
Role
GTI Minimum TST
Biomedical Scientist
58 N/A
Radiographer
58 16
Clinical Physiologist
52 N/A
Environmental Health Practitioner
52 N/A
Operating Department Practitioner 52 N/A
Pharmacy Technician
52 N/A
Combat Medical Technician
52 N/A
AEL 159
40/D-9
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
Combat Service Support – RAMC
EDUCATIONAL REQUIREMENTS
Role
Qualifications
Degree in Medicine. Full registration with the UK General Medical Council (GMC), you could also be at the
Doctor (Medical Officer)
point of completing your medical training. Medical Officer Bursary- must be studying Medicine at University
5 GCSEs grade C/4 or above (including Maths, English Language and a Science subject). 2 A levels (one
in a science subject total to be a minimum of 260/102 UCAS points)
Biomedical Scientist
Typically ABB-BBB at A Level (or equivalent) including Biology or Human Biology. Chemistry at A/AS Level
is welcomed but not essential.
Full entry criteria details are available on the Aston University website.
BSc (Hons) in Diagnostic Radiography or equivalent and HCPC registrationSTUDENT: Five GCSEs Grade
Radiographer
A–C/9-4 in at least English Language, Maths and two sciences 120 UCAS Points You must pass specialist
Army Radiography selection
4 GCSEs or equivalent, C or above - including Maths, English and Science Qualifications: 104 UCAS
Environmental Health Technician
points. GCSE Grade A–C/9-4 in at least English Language, Maths and two sciences. For full entry criteria
information, please visit the Leeds Beckett University Website
As a Student you need 88 UCAS points and GCSE Grade C/4 or above in at least Maths, English
Language and a Science subject. Direct Entry must hold professional qualification in Operating
Operating Department Practitioner Department Practice and be registered with the UK Health and Care Professionals Council (HCPC) in
order to practice. All Applicants are required to satisfy Birmingham City University (BCU) entry criteria for
entry onto the Operating Department Practitioner (ODP) Diploma course
Four GCSEs or equivalent, at grades C/4 and above, to include at least two sciences, Maths and English
Language. Applications are also considered from already Qualified Pharmacy Technicians that have an
Pharmacy Technician
NVQ Level 3 in Pharmacy Services and are registered as a Pharmacy Technician with the General
Pharmaceutical Council
Combat Medical Technician
Minimum of GCSE Grade A* - C/9-4 in at least English Language and Maths. Alternatives NOT accepted
AEL 159
40/D-10
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
Combat Service Support – RADC
GENERAL TRAINABILITY INDEX (GTI) SCORES - ARMY COGNITIVE TEST (ACT) COMPATIBLE AND TECHNICAL SELECTION TEST
(TST)
Role
GTI Minimum TST
Dental Nurse
58 N/A
EDUCATIONAL REQUIREMENTS
Role
Qualifications
Qualified dental nurse with active registration with the General Dental Council (GDC).
Dental Nurse
Unqualified - 2 GCSEs Grade C/4 and above including English Language.
Combat Service Support – RAPTC
GENERAL TRAINABILITY INDEX (GTI) SCORES - ARMY COGNITIVE TEST (ACT) COMPATIBLE AND TECHNICAL SELECTION TEST
(TST)
Role
GTI Minimum TST
Reserves only (all roles)
48 N/A
EDUCATIONAL REQUIREMENTS
Role
Qualifications
GCSE Grade A-C/9-4 in at least English Language & Maths and level 3 Diploma in
Reserves only (all roles)
Personal Training or equivalent.
AEL 159
40/D-11
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
Combat Service Support - RAVC
GENERAL TRAINABILITY INDEX (GTI) SCORES - ARMY COGNITIVE TEST (ACT) COMPATIBLE AND TECHNICAL SELECTION TEST
(TST)
Role
GTI Minimum TST
Veterinary Officer
N/A N/A
Dog Handler/Trainer
50 N/A
Veterinary Technician
50 N/A
EDUCATIONAL REQUIREMENTS
Role
Qualifications
Direct Entry: Veterinary Degree and Membership of the Royal College of Veterinary
Veterinary Officer
Surgeons, completed Vet GDP/ Bursary: studying Veterinary Medicine at University
No formal qualifications required; however desire to work outside, with animals and
Dog Handler/Trainer
previous kennel or dog handling experience will be looked on favourably.
RCVS Registered Veterinary Nurse. Four GCSEs at grade C/4 or above, to include
English Language or equivalent. Attend a college-based study for a minimum of 22 weeks
over the period of training before exams are sat – usually every 2 years. The college must
be approved by the RCVS.
Veterinary Technician
Complete a minimum of 60 full time weeks of practical experience attached to s RCVS
registered training practice.
Must be a qualified Veterinary Nurse and registered with the Royal College of Veterinary
Surgeons
AEL 159
40/D-12
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
Combat Service Support – QARANC
GENERAL TRAINABILITY INDEX (GTI) SCORES - ARMY COGNITIVE TEST (ACT) COMPATIBLE AND TECHNICAL SELECTION TEST
(TST)
Role
GTI Minimum TST
Student Nurse
55 N/A
Healthcare Assistant
50 N/A
DE Adult Nurse
40 N/A
DE Mental Health Nurse
40 N/A
Not all Job Roles are available to Junior Entry (JE)
EDUCATIONAL REQUIREMENTS
Role
Qualifications
120 UCAS points plus 3 GCSEs Grades 9-4 (previously A-C) including Maths, English
Language and one of the following: Health and Social Care, Biology, Chemistry,
Student Nurse
Physics or Science double/triple award or equivalent. Full entry requirements
on Birmingham City University website
GCSE Grade C/4 and above English Language; and GCSE Grade G/1 and above
Healthcare Assistant
(Functional Skills Level 1) in Maths.
Registered with the NMC, can be a newly qualified nurse, in final year of training (on a
course which will result in NMC registration) or join with prior nursing experience.
Candidate choses whether to join as a Soldier or Officer once qualified. If wanting to
DE Adult Nurse
join as a Nursing Soldier, required to pass the Assessment Centre tests for the Queen
Alexandra's Royal Army Nursing Corps. If wanting to join as a Nursing Officer,
required to pass the Army Officer Selection Board and the Arms Selection Board for
the Queen Alexandra's Royal Army Nursing Corps for professionally qualified officers.
Registered as RN(MH) with the Nursing and Midwifery Council (UK). If qualified, apply
online. Application will be passed to the specialist team, who will provide guidance
DE Mental Health Nurse
through the process towards joining in this role. Candidate will be invited to an insight
course and offered a career discussion to advise which role best suits - either Soldier
or Officer.
AEL 159
40/D-13
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
Combat Service Support – AGC(SPS)
GENERAL TRAINABILITY INDEX (GTI) SCORES - ARMY COGNITIVE TEST (ACT) COMPATIBLE AND TECHNICAL SELECTION TEST
(TST)
Role
GTI Minimum TST
AGC (SPS) Military Personnel Administrator
48 N/A
EDUCATIONAL REQUIREMENTS
Role
Qualifications
GCSE Grade A–D/9-3 in at least English Language and Maths. Also consider vocational
AGC (SPS) Military Personnel Administrator
qualifications such as an NVQ in Business Administration.
Combat Service Support – AGC(RMP)
GENERAL TRAINABILITY INDEX (GTI) SCORES - ARMY COGNITIVE TEST (ACT) COMPATIBLE AND TECHNICAL SELECTION TEST
(TST)
Role
GTI Minimum TST
Military Police
60 N/A
EDUCATIONAL REQUIREMENTS
Role
Qualifications
GCSE Grade A–C / 9-4 in at least English Language and Maths (or Level 2 literacy and
Military Police Soldier (regular)
numeracy equivalent) Also required to pass Provost Vetting (criminal records and
background checks).
GCSE Grade A–C / 9-4 in at least English Language and Maths (or Level 2 literacy and
Military Police Soldier (reserve) *
numeracy equivalent) Also required to pass Provost Vetting (criminal records and
background checks).
AEL 159
40/D-14
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
Combat Service Support - RCAM
GENERAL TRAINABILITY INDEX (GTI) SCORES - ARMY COGNITIVE TEST (ACT) COMPATIBLE AND TECHNICAL SELECTION TEST
(TST)
Role
GTI Minimum TST
Musician
33 N/A
EDUCATIONAL REQUIREMENTS
Role
Qualifications
Required to pass Audition, made up of:
Two contrasting pieces
Technical exercises
Musician
Sight reading and aural perception assessment
A general musicianship assessment (inc Musical Theory assessment)
Interview
All standard Army entrance requirements
AEL 159
40/D-15
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
Intentionally blank
AEL 159
40/D-16
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
ANNEX E TO CHAPTER 40
SAFEGUARDING VULNERABLE GROUPS – ARMY ROLES COVERED UNDER THE
REHABILITATION OF OFFENDERS ACT 1974 (EXCEPTIONS) ORDER 1975
Disclosure and Barring Service (DBS)
Require Enhanced DBS or Enhanced Access NI
Dental Nurse
Dental Technician
Combat Medical Technician
Clinical Physiologist
Operating Department Practitioner
Pharmacy Technician
Radiographer
Paramedic (
Reserves only)
Registered Nurse
Student Nurse
Registered Nurse (Mental)
Student Registered Nurse (
Reserves only)
Health Care Assistant
Chaplains
Medical Officers
Basic Disclosure only
Biomedical Scientist
Environmental Health Technician
RMP undertake police-specific vetting and criminal background checks via the
Service Police Crime Bureau.96
96 This includes trade-specific vetting such as RMP and MPS. For Provost see ACRs for officer applicability
and MP personnel employment Policy for all others.
AEL 159
40/E-1
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
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40/E-2
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
ANNEX F TO CHAPTER 40
REJOIN POLICY PRIOR SERVICE CHECKS - DELEGATED AUTHORITIES
1.
Rehabilitation of Offenders Act. The Rehabilitation of Offenders Act 1974 (ROA)
was changed on 10 March 2014, specifying that following a specified period of time which
varies according to how the original offence was dealt with, cautions and convictions may
become ‘spent’ - as a result of which the offender is regarded as rehabilitated; the time it
takes for an offence to become ‘spent’ depends on the sentence given not the offence
committed. The 2014DIN01-216 contains more details, notably Annex A which gives a
guide to rehabilitation periods. Annex A to the ROA DIN must be consulted to confirm if a
civilian or military conviction has been spent.
2.
Future Employment. For most purposes the ROA treats a rehabilitated offender as if
they had never committed an offence and, as such, they are not required to declare their
spent caution(s) or conviction(s) when applying for most jobs or insurance. As a result, an
employer cannot refuse to employ someone (or dismiss someone) because they had a
spent caution or conviction unless an exception applies. As a result, under the ROA, the
Army cannot refuse to consider employment purely based on a ‘spent conviction’.
3.
Prior Service Checks (PSC). If during PSC an applicant has been found to have
been discharged in accordance with QR(Army), it must first be confirmed that any
conviction is spent otherwise the individual will not be permitted to rejoin. For those with no
convictions, or whose convictions are considered spent, the relevant authorities to allow an
application to proceed are as follows:
a.
Hd Pers Pol (A). Hd Pers Pol (A) via SO2 Discharges, is the relevant authority
to adjudicate on any exceptional or complex cases irrelevant of discharge code. In
addition, Hd Pers Pol (A), via SO2 Discharges is the exclusive authority for the
following QR(Army) paragraphs:
Ser QR(Army) Reason
1.
9.396
Having been sentenced by a court-martial to dismissal from Her
Majesty’s Service
2.
9.397
Having been sentenced by a court-martial to dismissal with disgrace
from Her Majesty’s Service.
3.
9.404
Gross Misconduct – authority for discharge is the Brigade or Station
Commander.
4.
9.405
Retention undesirable in the interests of the Service - authority for
discharge is the Brigade or Station Commander.
b.
Workforce Policy. SO2 Empl Pol, through SO1 Occ Med ARITC, is the final
authority where an individual was discharged under the following QR(Army)
paragraphs:
AEL 159
40/F-1
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
Ser QR(Army) Reason
1.
9.381
Defect in enlistment procedure – if medically related aspects
2.
9.385
Ceasing to fulfil Army medical requirements, that is medically unfit
under existing standards
3.
9.386
Ceasing to fulfil Army medical requirements, that is temporarily unfit
for any form of Army service
4.
9.387
Ceasing to fulfil Army medical requirements, that is permanently unfit
for any form of Army service
c.
Recruiting Group. The following QR discharge paragraphs are acceptable and
applications may be processed by ARITC-RG without further consultation:
Ser QR(Army) Reason
1.
9.373
By right, having given the appropriate notice
2.
9.374
At the soldier’s request on payment (Reserved)
3.
9.375
At the soldier’s request, free on compassionate grounds
4.
9.376
At the soldier’s request
5.
9.377
At the soldier’s request
6.
9.380
Not finally approved for service
7.
9.381
Defect in enlistment procedure (unless Medical related).
8.
9.382
Having made a false answer to a question in their attestation paper
9.
9.383
Unsuitable for Army service – 12 month caveat for rejoining97
10.
9.388
Having reached the age limit for service in the Regular Army
11.
9.389
By right having given the appropriate notice (NTT)
12.
9.390
Having claimed discharge under Regs 15(6) of Army Terms of
Service Regulations (ATSR) 1992 (Reserved)
13.
9.391
Having applied to determine service of claim discharge (Discharge as
a Right)
14.
9.392
Having Claimed Termination under Section 15 of the AA 1955
(reduced in Rank from WO)
15.
9.393
On completion of engagement
16.
9.395
Free on family grounds
17.
9.398
On termination of engagement
18.
9.399
At the soldier’s request on payment (Reserved)
19.
9.400
At the soldier’s request – after the completion of 16 or more years’
service on a current engagement (QR(Army) para 9.400g subject to
Pers Pol authorisation)
20.
9.401
At the soldier’s request – before the completion of a normal regular
engagement but with 22 or more years’ reckonable service for
97 In accordance with QR(Army) 9.383 and following publication of KR(Army), Annex F to Chapter 9, OCdts
on Type S engagements may be given the option of converting to the Versatile engagement if accepted for
enlistment for soldier service in a Corps. In these cases the 12 month caveat for rejoining may be waived.
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(Replaces AEL 151 dated Aug 22)
pension
21.
9.402
At the soldier’s request free on compassionate grounds
22.
9.407
On appointment to a commission
23.
9.408
Re-enlistment on another engagement
24.
9.409
On Reduction in the Establishment of their Corps. (Redundant by this
Reduction)
25.
9.410
Change in Corps requirements – surplus other than Redundancy
26.
9.411
Not required for further Army service
27.
9.412
Not required for Army service; below physical entry standard for adult
service
28.
9.413
Not required for a full Army career
d.
Recruiting Group – QR(Army) para 9.414. Applications involving QR(Army)
para 9.414 ‘Services no Longer Required / Released from Army Service’ may be
authorised to proceed (with caveats) by ARITC-RG in the following circumstances:
(1)
Service No Longer Required (SNLR) – CDT positive test or sub cut
off. May apply to rejoin after a period of 2 years since date of discharge,
provided ARITC-RG has obtained the full facts of the case. If accepted to return
to duty, applicants are to be informed that they will be placed on the individual
retest (IRT) programme and subjected to no-notice CDT for up to two years
after rejoining. In these cases, the Applicant must be seen at a face to face
interview with an SPSO.
(2)
Service No Longer Required (SNLR) – Admission of having taken a
Banned Substance – Drugs Admit. May apply to rejoin after a period of 2
years since date of discharge, provided ARITC-RG has obtained the full facts of
the case. If approved to return to duty, applicants will be placed on the IRT
programme and subjected to no-notice CDT for up to two years after rejoining.
In these cases, the Applicant must be seen at a face to face interview with an
SPSO.
(3)
Service No Longer Required – Temperamentally Unsuitable for Army
Service. May apply to rejoin after a period of over 2 years since date of
discharge, subject to their conduct and efficiency prior to discharge but above
all the needs of the service. Where an applicant’s conduct on discharge was
less than ‘Exemplary’ RG must consult SO2 Discharges for advice. In less
straight forward cases both Pers Pol (Army) and OH final approval may be
required, in particular if parallel medical concerns were raised on
discharge/PTSD etc. In these cases, the Applicant must be seen at a face to
face interview with an SPSO and JMES assessed by a Single Service
Occupational Physician (SSOP). If temperamental suitability is confirmed the
candidate must still undergo the full PSMA as described in AGAI 78 Paras
78.803-78.809.
(4)
Service No Longer Required – AWOL. In most cases may apply to rejoin
after a period of over 2 years since date of discharge. In the case of relatively
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AGAI Vol 2 Ch 40
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(Replaces AEL 151 dated Aug 22)
young or previously inexperienced applicants the period of 2 years may be
reduced to one year. In all AWOL cases, the Applicant must be seen at a face
to face interview with an SPSO.
(5)
Release from Army Service (RFAS). ARITC-RG may assess each
application on its own merits provided there has been a minimum of 1 yr since
date of discharge. In these cases, the Applicant must be seen at a face to face
interview with an SPSO: in cases where the individual previously left for
compassionate or welfare grounds a welfare assessment by ARITC-RG may be
appropriate before proceeding.
(6)
Released from Army Service (Unhappy under 18 years of Age (U18))
or RFAS or SNLR if still at Phase 1, 2 or Phase 3 Special to Army Training
before Discharge. Whilst there is no time limit on applying to rejoin in these
cases, the Applicant must be seen at a face to face interview with an SPSO:
Important in these cases is the assessment of the original discharge AFB 130A
(D) and final reports from the ARITC Training Agencies, which led to the
individual leaving the Army. If recently discharged it may be in the interests of
all parties if the applicant does not return to their previous training unit for re-
assessment.
AEL 159
40/F-4
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
ANNEX G TO CHAPTER 40
REJOIN PROCESS FLOWCHART 1 – INITIAL STAGES COMMON TO ALL
APPLICANTS 98
Applies online
NRC conducts
Prior Service
Check
Med Status on
Date of last
Previous
Reason for
Age
discharge
medical check
Capbadge
Leaving
<12 months since
MFD
application
>12 months since
MLD
application
MND
>56 years old
<56 yrs old
98
Request
Book
Dates of
RGMD
PSMA
Service
Book
PSMA
Can enlistment be
>6 years and
completed prior to 57th
<6 years since
>10 years since
<10 years since
discharge
discharge
birthday? If no end
discharge
application
Sub-Cpl or Above
Below Sub-Cpl at
at discharge
discharge
Cat A Flowchart
Cat B Flowchart
Cat C Flowchart
2
3
3
98 PHCR in place of the RGMD once the RGMD to PHCR transition is complete, except non-UK nationals or
ROI who will continue to use the RGMD. The RGMD to PHCR transition is a planned period of process
change for all candidates to be assessed using a PHCR in place of the RGMD (other than ROI and non-UK
nationals), scheduled for transition from July 23 onwards.
AEL 159
40/G-1
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
Intentionally blank
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RECRUITMENT POLICY
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(Replaces AEL 151 dated Aug 22)
ANNEX H TO CHAPTER 40
REJOIN PROCESS FLOWCHART 2 – CATEGORY A APPLICANTS 99, 100
Cat A
MFD
MLD
MND
Applicant completes
Self – dec and
Check results
suitability check
PHCR requested
uploaded to DRS
with NRC Rehire
Team
Applicant completes
Left 1-6 yrs
suitability check
NRC discuss
with NRC Rehire
Check results
capbadge options
uploaded to DRS
Team
Check results
<37 yrs old
>37 yrs old
NRC check the
uploaded to DRS
OAVL for current
NRC discuss
vacancies
capbadge options
99
Request RGMD
NRC discuss
capbadge options
CMs confirm
NRC check the
vacancies if choice
OAVL for current
Book PSMA
is not on OAVL
vacancies
NRC check the
OAVL for current
vacancies
Left
Left
CMs confirm
NRC arrange SPSO
vacancies if choice
interviews for
0-1 yrs
1-6 yrs
is not on OAVL
CMs confirm
Applicant
vacancies if choice
is not on OAVL
100
Applicant attends
Request
Book PSMA and
SPSO interviews
RGMD
PHCR requested
Left 0-1 yrs
and selections
Self – dec and
NRC arrange SPSO
SPSO recommendations
PHCR
interviews Applicant
sent to NRC
requested
New capbadge
Old capbadge
Old capbadge
New capbadge
Applicant attends
NRC arrange SPSO
SPSO interviews
interviews and RFT
and selections
(E) (if req)
Applicant attends
CMs check SJARs
SPSO recommenda
SPSO interviews
and recommendations for
tions sent to NRC
and selections
role suitability
DP
Yes
CMs check SJARs
and recommendatio
No
ns for role suitability
Applicant
End application
Accepted
after 3rd rejection
Flowchart 4
SPSO recommendations
CM passes application
sent to NRC
to 2nd / 3rd choice CM
99 PHCR in place of the RGMD once the RGMD to PHCR transition is complete, except those from the FC or
ROI who will continue to use the RGMD. The RGMD to PHCR transition is a planned period of process
change for all candidates to be assessed using a PHCR in place of the RGMD (other than ROI and FC),
scheduled for transition from July 23 onwards.
100 This step can be omitted once the RGMD to PHCR transition is complete, except those from the FC or
ROI who will continue to use the RGMD.
AEL 159
40/H-1
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
ANNEX I TO CHAPTER 40
REJOIN PROCESS FLOWCHART 3 – CATEGORY B AND C APPLICANTS 101
Cat B and C
MFD
MLD
MND
Applicant completes suitability check
with NRC Rehire Team
Check results uploaded to DRS
NRC discuss capbadge options
NRC check the OAVL for current
vacancies
CMs confirm vacancies if choice is not
on OAVL
Request RGMD
101
Book PSMA and PHCR requested.
Book RFT(E) if req
NRC arrange SPSO interviews for
Applicant
Applicant attends SPSO interviews
and selections
End application after
3rd rejection
SPSO recommendations sent to NRC
CM passes application
CMs check SJARs
to 2nd / 3rd choice CM
and recommendations for role suitability
No
Yes
Applicant Accepted
Flowchart 4
101 This step can be omitted once the RGMD to PHCR transition is complete, except non-UK nationals or
ROI who will continue to use the RGMD.
I
AEL 159
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April 2023
(Replaces AEL 151 dated Aug 22)
ANNEX J TO CHAPTER 40
REJOINER PROCESS FLOWCHART 4 - FINAL STAGES COMMON TO ALL
APPLICANTS
Applicant
Accepted
NRC discusses start date
with Applicant and CM
CM produces Terms of
Engagement (ToE)
NRC produces Offer Letter &
arranges SCT Blood test
Applicant reads ToE and Offer
letter. Signs and returns Letter
NRC informs Unit
or Training Est
of reporting date
NRC send ToE
to Pers Admin for
JPA rebuild
Applicant arrives at
Unit or Training Est
Unit attests Applicant, conducts IMA check (applicant provides
SCT blood test results), starts pay action, checks JPA record,
and places SCT+ personnel on 4-week progressive PT
programme.
In-Unit Probation
year starts
J
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(Replaces AEL 151 dated Aug 22)
Intentionally blank
J
AEL 159
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AC 60974/2

AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
ANNEX K TO CHAPTER 40
National Recruiting Centre (NRC) Official Use – OS-Personal (when complete)
REJOINER
NRC CANDIDATE APPLICATION to APC (Part1)
When complete email to: (Insert APC email address)
1. Personal Details (section 1- 6 to be completed by candidate)
Forename(s)
Surname
Date of Birth
Nationality
Marital status
Number
of
Children
NRC Candidate Unique Reference Number
Candidate Address
Telephone Number
E-Mail Address
Driving licence
Driving Ban
Points on licence
held?
(Y/N)
2. Rejoin into (Arms/Corps)
Capbadge
Main Trade
Choice 1
Choice 2
Choice 3
Preferred Start Date
3. Location preferences
Preferred location 1
South England, North England, Wales, Scotland, NI, Other*
Preferred location 2
South England, North England, Wales, Scotland, NI, Other*
Preferred location 3
South England, North England, Wales, Scotland, NI, Other*
Non-preferred location
South England, North England, Wales, Scotland, NI, Other*
* delete as appropriate
4. Employment
Current
Occupation/Employment
Date Started
Notice Period Required
5. Previous Service Details (to be completed from JPA by the NRC)
Service Number
Regt/Corps
Rank on
discharge
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Date of Enlistment
Main Trade
Unit on discharge
Date of Discharge
Period
Years
D
ays
Served
Discharge Queens
Special
Hd Pers Pol/SO2 Empl WF Pol/
Regulation
Enlistment
Occ Med/Hd Pers Sy (A)/Other
(e.g QR 9.414)
Authority
(please specify)
JMES on discharge
In receipt of Army pension
MFD/MLD/MND (T)/(P)
(Yes/No)
Verified from certificate
Date Prior Service Check
of service (Yes/No)
Completed
Other relevant information
Must include a comment if the candidate requires a PSMA.
PSMA outcome and medical grade (specifically using the terms MFD/MLD/MND) must be
confirmed by email to CM.
6. CSM details:
Name
Direct
Telephone
Number
Date Completed
7. APC employment review recommendations:
Date application sent to SPSO/RCMO for Interview
(Section 9 to be completed with SPSO comments
once interview has taken place)
RIC/PRAC Required (Yes/No)
Attendance at a Specialist Selection Board/Audition
required (Yes/No)
Application to rejoin supported (Yes/No)
Justification for rejection – this section must be completed if APC does not support
the application
8. APC Career Manager details:
Name
Rank/Grade
Appointment
E-mail
Telephone
Date Completed
Number
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Details on this form must be entered onto the Rejoin dBase and the form returned to the
NRC CSM within 7 days of receipt.
9. SPSO/RCMO employment review recommendations (if applicable):
Date of SPSO/RCMO interview
Recommend application to rejoin supported
(Yes/No)
Justification for rejection – this section must be completed if SPSO does not support
the application
10. SPSO/RCMO details:
Name
Rank/Grade
Appointment
E-mail
Telephone
Date Completed
Number
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APPENDIX 1 TO ANNEX K
REJOINER
CANDIDATE APPEAL to APC (Part 1)
When complete email to: (Insert APC email address)
1. Personal Details (section 1- 2 to be completed by candidate)
Forename(s)
Surname
Date of Birth
Nationality
NRC candidate
Date of original
URN
rejoin application
Candidate Address
Telephone Number
E-Mail Address
Driving
licence
Driving
Points on licence
held?
Ban
2. Employment
Current
Occupation/Employment
Date Started
Notice Period Required
3. Original rejoin application details (completed with details from Annex K by NRC)
Capdadge details
Outcome
Reasons given by CM on Annex K
Choice 1 –
enter
details
Choice 2 -
enter
details
Choice 3 -
enter
details
4. Previous Service Details (to be completed from JPA by the NRC)
Service Number
Regt/Corps
Rank
Date of Enlistment
CEG/Main
Trade
Unit on discharge
Date of Discharge
Period Served
Years
D
ays
Discharge Queens
JMES on
Regulation
discharge
(e.g QR 9.414)
(MFD/MLD/MND
(T)/(P))
Was a PSMA required
Outcome
of
Yes/No
PSMA
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Other relevant information
Must include a comment if the candidate made a medical appeal or was allowed to apply
based on a special enlistment waiver.
5. CSM details:
Name
Direct Telephone
Number
Date Completed
Army Personnel Centre (APC) Official Use – OS-Personal (when complete)
REJOINER
APC CANDIDATE EMPLOYMENT REVIEW (Part2)
When complete email to: (Insert NRC email address)
6. APC receipt of Appeal:
Date appeal received from NRC
Details on this form must be entered onto the Rejoin dBase and the form returned to the
NRC CSM within 20 working days of receipt.
7. Details of CMs consulted (SO1 Soldiers of each capbadge is to be consulted)
*Capbadge
Original reason for
choice 1*
rejecting candidate
Appeal
Prepared to consider
supported
candidate at lower
Yes/No
rank/other TACOS
Yes/No
Name
Rank/Grade
Email
Appointment
Telephone
Date Completed
Number
*Capbadge
Original reason for
choice*
rejecting candidate
Appeal
Prepared to consider
supported
candidate at lower
Yes/No
rank/other TACOS
Yes/No
Name
Rank/Grade
Email
Appointment
Telephone
Date Completed
Number
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*Capbadge
Original reason for
choice 3*
rejecting candidate
Appeal
Prepared to consider
supported
candidate at lower
Yes/No
rank/other TACOS
Yes/No
Name
Rank/Grade
Email
Appointment
Telephone
Date Completed
Number
Form to be returned to SO2 CM Pol ToS once completed by all three relevant CM.
8. APC Appeal decision:
Rejoin at lower rank considered (Yes/No)
Rejoin on alternative TACOS considered (Yes/No)
Overall outcome appeal – rejected/upheld
(If upheld an offer of employment must be made)
Reason for rejecting appeal
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ANNEX L TO CHAPTER 40
UNIT INFORMATION – ENLISTMENT
1.
Enlistment Procedure. On successful completion of the rejoin recruitment process,
a candidate undergoes the enlistment102 procedure. The point of enlistment alters the legal
status of the candidate, making the person subject to Service law and is therefore a
significant step in a person’s life. An appropriate officer will conduct this procedure and
attest103 to its validity. The enlistment procedure set out in Chapter 18 to JSP 830 must be
followed: for ease, some pertinent extracts with additional information are below:
2.
Enlistment Notice and Paper (AF B271 W). The candidate is issued with the
enlistment notice and paper during the recruiting process and asked to provide written
answers to the questions in the enlistment paper, having been warned by the recruiting
officer that it is an offence to provide false answers. The enlistment notice sets down the
general terms and conditions of enlistment and service and the enlistment paper contains
the questions to be answered, the declaration by the person offering to enlist, and the
attestation by the recruiting officer.
Oath of Allegiance/Solemn Declaration
3.
Oath of Allegiance. Whilst the signed declaration made at enlistment is a legal
matter, the Oath of Allegiance104 has an educational, symbolic and solemn purpose. The
swearing may be conducted during the first day of training or if considered more
appropriate, at another suitable point, at the convenience of the single-Service. Swearing
the oath of allegiance is a requirement of the Services for service in His Majesty’s forces.
Swearing the Oath of Allegiance is viewed as a mark of the individual’s loyalty to the
Crown and therefore, their willingness faithfully to serve as a member of the Armed
Forces.
4.
The Oath of Allegiance ceremony should be a formal and solemn occasion,
conducted in a manner that emphasises the gravitas of the enlistment the service person
is about to undertake. Every effort should be made to ensure that a due sense of occasion
accompanies the ceremony. Whilst this sense of occasion may be supported by
appropriate accoutrements such as Colours, a portrait of The King, the playing of The
National Anthem etc.,
the only mandatory requirements are that the recruit [rejoiner]
should stand whilst taking the Oath and where applicable hold in the right hand the
appropriate religious text as detailed below.
5.
QR(Army) contains the form of words to be used for the Oath, the text of which is
provided below:
102 “Enlistment” denotes the point at which a recruit becomes a member of the armed forces; that is, when
the declaration is made and signed on the enlistment paper.
103 “Attestation” is the evidencing of the validity of the process leading to the recruit’s enlistment by the
recruiting officer, and in particular, the genuineness of the recruit’s answers on the form.
104 Those who, for whatever reason, are unable to swear an oath of allegiance may make a solemn
affirmation to the same effect.
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“I…… swear by almighty God that I will be faithful and bear true allegiance to His
Majesty King Charles the Third, His heirs and successors and that I will as in duty
bound honestly and faithfully defend His Majesty, His heirs and successors in person,
crown and dignity against all enemies and will observe and obey all orders of His
Majesty, His heirs and successors and of the generals and officers set over me.”
* The term ‘Almighty God’ is the common and accepted term used across the majority of
the main minority faiths across the Army, ie. Jews, Muslims, Sikhs, Hindus. Therefore the
wording of the oath need not be altered to reflect the main minority faiths. Buddhist recruits
and those who subscribe to other religions who may express reluctance to use the term
‘Almighty God’ should adopt the Solemn Affirmation as given below.
6.
Solemn Affirmation. In accordance with JSP 830, the solemn affirmation may be
used for those who object to taking an oath, or for those for whom it is not reasonably
practicable to administer the Oath in the manner appropriate to their religion.
All recruits
from the Non-British Component are required to make an affirmation and are not to
swear the Oath of Allegiance. The text is given below:
“I, ......................, solemnly, sincerely and truly declare and affirm that (or ‘swear’ in
words of the relevant religious binding oath) that I will be faithful and bear true
allegiance to His Majesty King Charles the Third, His heirs and successors, and that I
will, as in duty bound, honestly and faithfully defend His Majesty, His heirs and
successors, in person, crown and dignity against all enemies, and will observe and
obey all orders of His Majesty, His heirs and successors, and of the generals and
officers set over me.”
Religious Texts
7.
Christian Oath. The Oaths Act 1978 stipulates that Christian or Jewish soldiers
taking an oath should hold a copy of the New Testament or Old Testament respectively.
There is no requirement to raise the left hand whilst taking the oath.
8.
Other Religions. In the case of a soldier who is neither a Christian nor a Jew, the
oath should be administered in a manner consistent with the practices of their religion. The
process and form of words described above is acceptable for all the main minority faiths
listed below. Some may wish to take the oath on an appropriate text, the details of which
are given below. Religions not listed are not represented across the Army in significant
quantity to warrant provision of the appropriate texts. If the appropriate text is not
available, or it is not reasonably practicable to administer the oath in the manner
appropriate to their religion, a solemn affirmation may be made instead. Recommended
religious texts105 for other faiths are:
a.
Sikhism. The Sacred Nitnem.
b.
Hinduism. The Bhagavad Gita.
c.
Islam. The Holy Qur’an.
d.
Buddhism. The Dhamma Pada.
105 Texts recommended for purpose by the respective minority faith Civilian Chaplains to the Military and
approved by the Armed Forces Chaplaincy Board. Further details can be found in 2008DIN01-032 –
Guidelines for World Faith Prayer Rooms.
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ANNEX M TO CHAPTER 40
FAST TRACK REJOIN POLICY
Issue
1.
Aims.
a.
To provide clear guidance on the extraordinary fast track rejoin process.
b.
Provide guidance on changes to routine rejoiner policy to mitigate medical and
security workforce restrictions in response to Workforce requirements.
c.
Provide guidance that the Army should seek to re-employ potential rejoiners. If
unable to be reemployed at their previous rank for structural or other reasons, an
alternative offer should be made. Capbadges have the right to say no, but this should
be in exceptional circumstances.
2.
Terminology.
a.
Rejoin. The term ‘rejoin’106 means the re-enlistment of trained ex-Reg
(completion of Basic Training), with the exception of Inf ORs who must have
completed the full Combat Infantry Course personnel.
b.
‘Fast Track’ rejoiners must have completed ITT to be considered in the
timelines.
c.
Reinstatement of Officers to the Active List. Officers who retired may
request to be instated directly to the Active List, those who have resigned may seek
to be commissioned onto the Active List. Whilst it is acknowledged that officers are
reinstated, rather than re-enlisted, the soldier terminology will be used throughout for
brevity of policy.
d.
Fast Track. A ‘Fast Track’ candidate is a veteran who:
(1) Left the Army within the last 36 months.
(2) Returning to the same Main Trade for Pay and capbadge.
(3) Had no less than 24 months remaining on previous engagement or
commission.
(4) On leaving had a JMES grade of Medically Fully Deployable or Limited
Deployable and can self-declare they have had no significant injury or illness as
a veteran that would impact their JMES grading on rejoining the Army. Those
106 As announced by CGS on 28 Jun 16, personnel who have successfully completed Regular Army Basic
(Phase 1) training are to beconsidered ‘trained strength’ (ACIN 25/16).
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who left as MND will have to apply to ARITC for a Medical Eligibility Check
(MEC) to confirm that the condition for which they were downgraded has now
resolved sufficiently that they can be considered for rejoining at a JMES of no
less than MLD.
(5) Can declare they have no unspent convictions on a MOD 493.
3.
Exclusions. This policy does not cover:
a.
Transfers. Intra Army, Intra capbadge and Reserve to Regular.
b.
Untrained Ex-Service Personnel. These must be dealt with as a potential new
recruit by the NRC.
c.
Ex-Service personnel from other Services. See para 40.075.b.
d.
All other rejoiners who do not meet the fast track criteria. See paras
40.073-40.079.
4.
Regular Reserve Membership.
a.
Officers. Officers who have retired retain their Land Forces Commission and as
such are members of the regular Reserve. Officers who have resigned have left the
Active List, Army Reserve or Regular Reserve and have terminated their Land
Forces Commission, as a result they have no call out or recall liability or rank. The
AEB may reinstate the former to the Active List or grant a Land Forces commission to
the latter.
b.
Soldiers. In accordance with QR(Army) para 9.113, soldiers who are a member
of Section A of the Regular Reserve may apply to re-enter the Regular Army and
have their previous service considered. Those personnel who left Regular service
without ‘Regular Reserve Liability’ (not Section A) who wish to rejoin the Regular
Army must volunteer to be a voluntary member of Section D of the Regular Reserve
in order to subsequently rejoin.
c.
To simplify the process, when applying to rejoin the Reg Army, it is accepted
that those without Reg Res liability are volunteering to become a Section D member
of the Reg Res in order to rejoin.
d.
Unsuccessful Rejoin applications will not remain Section D members unless
they separately apply to do so.
e.
Should a Rejoin applicant not be willing to volunteer to be a member of Section
D they cannot return to the Service ‘as if they never left’ and will instead need to re-
enlist.
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Eligibility Criteria and Checks
5.
Age. Fast Track candidates must enlist before their 57th birthday.
6.
Prior Service Checks. The NRC is responsible for conducting PSC before
onward movement of an individual’s application to the APC. PSC, including examining the
reason for original discharge, will take place to assess an applicant’s eligibility for
application. If the NRC is unable to obtain the required information from an individual’s
previous service through their PSC the candidate will move to the typical rejoiner pathway
in AGAI 40.
7.
Brigade of Gurkhas. Those wishing to rejoin the Bde of Gurkhas into a GURTAM
PID must be Nepalese and only hold a Nepalese passport. If a Gurkha has subsequently
left and taken Indefinite Leave to Remain and received their British passport, they must
rejoin as UKTAP, through the AGAI 40 pathway.
8.
Reason for leaving the Service. The following paras detail those rejoiners who are
eligible for the fast track timelines. All other rejoiners are welcome to apply to rejoin under
the standard AGAI 40 pathway:
a.
The Rehabilitation of Offenders Act 1974. Provides that sentences of
dismissal at Court Martial carry a rehabilitation period of 12 months, after the which
the conviction will be spent. For those under 18 years of age, the conviction is spent
after 6 months. Once a conviction has become spent under the Rehabilitation of
Offenders Act 1974, a person does not have to reveal it or admit its existence, unless
an exception applies. An employer cannot refuse to employ someone, or dismiss
them, because they have a spent conviction unless an exception applies.
Consequently, while someone dismissed at Court Martial would not have left the
Army voluntarily, a spent sentence of dismissal at Court Martial is not, in itself,
reason to deny someone access to the fast track scheme.
b.
Officers. Officers who requested PVR under article 198 of the Pensions and
Appointments Warrant may utilise the Fast Track Scheme. Officer applications are to
be approved by APC Branch Cols, consulting with Corps Cols as required, in lieu of
Arms Selection Boards, prior to submission to Officers Secretariat for consideration
by the Army Employment Board. The Rehabilitation of Offenders Act 1974 (para 8a)
applies for any officer awarded a sentence of dismissal by CM or were required to
retire or resign their commission as a consequence of a custodial sentence awarded
by a civilian court. Those Officers called upon by the Defence Council to retire or
resign their commission may not use the scheme, unless the sentence which caused
their retirement or resignation is spent. If NRC has any doubt over eligibility for Fast
Track scheme, this should be sent to Pers Pol, Officer Pol.
c.
Soldiers. The Rehabilitation of Offenders Act 1974 (para 8a) applies for any
soldier awarded a sentence of dismissal by CM or were discharged as a
consequence of a custodial sentence awarded by a civilian court. Any soldier
discharged as a result of administrative action pursuant to AGAI 67 will not be
considered under the Fast Track scheme, unless the sentence which caused their
discharge in line with the Rehabilitation of Offenders Act 1974 is spent (see guidance
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at para 8e). Those rejoiners ineligible for the Fast Track scheme, may be considered
under the standard AGAI 40 pathway107.
d.
The following QR(Army) paragraphs are acceptable for Fast Track and may be
processed without further consultation.
Ser QR(Army) Reason
1.
9.373
By right, having given the appropriate notice
2.
9.374
At the soldier’s request on payment (Reserved)
3.
9.375
At the soldier’s request, free on compassionate grounds
4.
9.376
At the soldier’s request
5.
9.377
At the soldier’s request
6.
9.389
By right having given the appropriate notice (NTT)
7.
9.390
Having claimed discharge under Regs 15(6) of Army Terms of
Service Regulations (ATSR) 1992 (Reserved)
8.
9.395
Free on family grounds
9.
9.399
At the soldier’s request on payment (Reserved)
10.
9.400
At the soldier’s request – after the completion of 16 or more years’
service on a current engagement (QR(Army) para 9.400g subject to
Pers Pol authorisation)
11.
9.402
At the soldier’s request free on compassionate grounds
107 The AGAI 40 pathway typically takes 8 weeks. Candidates should have their expectations managed
accordingly by the NRC candidate support managers as timeframes may be extended due to COVID-19
restrictions.
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e.
Hd Pers Pol (A). Soldiers who were discharged as a consequence of a
custodial sentence awarded by a civilian court or awarded a sentence of dismissal by
CM should not be prevented from using the scheme if the sentence which caused
their discharge is spent.
In line with Annex F to AGAI 40, Hd Pers Pol (A), via SO2
Discharges is the exclusive authority for the following QR(Army) paragraphs. In all
cases the RoA applies:
Ser QR(Army) Reason
1.
9.396
Having been sentenced by a court-martial to dismissal from Her
Majesty’s Service
2.
9.397
Having been sentenced by a court-martial to dismissal with disgrace
from Her Majesty’s Service.
3.
9.404
Gross Misconduct – authority for discharge is the Brigade or Station
Commander.
4.
9.405
Retention undesirable in the interests of the Service - authority for
discharge is the Brigade or Station Commander.
9.
Medical Standards. Fast Track candidates must have a JMES grade on discharge
of:
a.
Medically Fully Deployable.
b.
Medically Limited Deployable.
10.
If the rejoiner is found to be below the required standard at their IMA they may be
discharged in accordance with AGAI 78, under QR(A) 9.381 Defect in Enlistment.
11.
Medical Assessment Requirements. The following medical assessments apply for
fast track candidates.
Ser
Rejoin
MDS on
Time Since
Required
Remarks
Category
discharge
Prior
Assessments
1.
Fast Track
MFD or MLD 0-
Se
36
rv
m
ic
on
e
t
hs Self-declaration, Primary In exceptional
Health Care Record
circumstances,
(PHCR), Initial Medical
the IMA can be
Assessment (IMA)
completed
without PHCR.
The JMES
grading must be
reviewed once
PHCR is
received by the
rejoiners’ unit.
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12.
RMO action on completion of the IMA. Following confirmation of a rejoiner’s
medical grade, unit medical staff are to record on the rejoiner’s military medical record that
they were a ‘Fast Track Rejoiner’.
13.
Employment restrictions. If the IMA took place without the SP’s PHCR the SP may
be employed in full duties, but the CoC should be made aware that IMA is not complete
and that they should maintain a low threshold for seeking medical help in case of doubt.
The RMO is to issue the LD proforma at App3 to communicate this to the CoC.
14.
Pre-Employment Checks (PEC). NRC will conduct PEC at various points along the
rejoin process. During this process, an individual will be required to complet
e MOD Form
493 declaring any convictions. Only once PEC are complete the APC are to produce the
terms of engagement for any offer.
15.
Security checks. In accordance with JSP 440, all rejoiners are required to meet the
Counter Terrorism Check, SC or DV for their intended trade/ post. Due to the workforce
restrictions at the Cabinet Office (UKSV) the following Sy Vetting standards must be
achieved.
a.
CTC.
(1) The
Basic Personnel Security Standard (BPSS) must be
completed by
NRC before rejoining. This is in line with the Defence direction on the
suspension of Army recruits to have CTC on entry.
(2) Reinstatement of CTC is to be applied for by Units/CoC.
(3) SP are to be risk managed by their unit on arrival until completion of CTC.
b.
SC and DV. Will be treated on a case by case basis.
(1) BPSS
must be completed by NRC before rejoining.
(2) Pers Sy (A) to advise on reinstatement or renewal of SC/ DV vetting. This
is to be completed within 5 working days by Pers Sy (A).
(3) If awarded a waiver by Pers Sy (A) the rejoiner can be re-employed in the
SC/ DV role.
(4) If not awarded a waiver, the rejoiner can be re-employed in a non-SC/ DV
role. This advice must come from the APC CM.
(5) If the rejoiner cannot be employed in a non-SC/ DV role and no waiver is
awarded by Pers Sy (A), they cannot rejoin the Army until their vetting is
complete and must move onto the standard AGAI 40 rejoiner route.
(6) Reinstatement or renewal of vetting is to be applied for by the NRC in line
with AGAI 40.
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16.
Failure to meet Sy Vetting standards. Where a rejoiner does not meet the sy
vetting standard for their trade, the capbadge can facilitate an internal transfer to a more
suitable trade providing a vacancy exists. Individuals in this situation are to be given higher
priority than those yet to be enlisted or who are being transferred through the Regular
Army Transfer Policy. For Officers the AEB is responsible for considering applications to
reinstate or re-join where officers are not fully cleared by DBS.
17. Where no alternative option exists, the CM is to attempt to arrange their transfer to
elsewhere in the Army. In extremis, where no suitable vacancy can be found or the
individual does not wish to transfer, they will be discharged under QR(Army) para 9.414 –
Released From Army Service.
18.
Special Enlistment Authority Waivers. If a special enlistment authority waiver is
required the candidate should be moved onto the standard AGAI 40108 rejoiner pathway.
19.
Defect on enlistment. If on rejoining the Army it is later determined that a rejoin has
knowingly or unknowingly falsified or withheld information or withheld information relating
to their eligibility to rejoin the Army, their CO can apply for discharge under QR(Army) para
9.381 – defect on enlistment for soldiers and for officers the matter should be brought to
the attention of the AEB who may call the officer to resign under PAW Article 192.
20.
Date of rejoining. The date of re-enlistment is to be the date a rejoin first reports to
their unit. For officers this date is to be published in the London Gazette.
The ‘Fast Track’ Rejoin Offer
21. Providing a fast track rejoiner meets the fast track definition and supported by the
recipient capbadge, they should be offered an engagement. This will normally be at their
previous MTfP and rank, but an alternate offer could be made for structural reasons or
other reasons (see para 22). Where a fast track rejoiner does not meet the fast track
definition or the original capbadge are not able to offer the rejoiner an engagement:
a.
Soldiers. They are allowed to continue their application to rejoin under the
standard AGAI 40 pathway.
b.
Officers. If there is no availability in the rejoiners previous capbadge,
candidates should apply through the relevant CM.
22. The APC is responsible for determining the ToE for each applicant and completing
the ToE Form
(AF B10037), details of which are to be made clear by NRC on the offer
letter, for soldiers or issuing TACOS letter for officers. An applicant must sign to agree the
offer before employment commences. As a minimum the Offer Letter must include the
following ToEs
108 The AGAI 40 pathway typically takes 8 weeks. Candidates should have their expectations managed
accordingly by the NRC candidate support managers as timeframes may be extended due to COVID-19
restrictions.
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a.
Engagement type. Soldiers will normally be employed in their original
engagement. The following engagement offers may be granted by APC:
(1)
VEng. The balance of a VEng Short/ Full/ Long calculated from date of
original enlistment, or until age 60 if earlier.
(2)
Type S. A period of 6 months – 12 years from date of enlistment, or until
60 if earlier. Only to be granted with SO2 Sldr Pol, WF Pol authority.
(3)
MLSE. A period of 3 years from date of enlistment, or until 60.
b.
Commission. Officers will normally be employed in their original commission.
Should the capbadge wish to offer an alternate commission this must be confirmed
by the AEB. Any offer must be included in the ToE and Offer letter.
c.
Probation period. The Offer Letter must inform all fast track rejoiners that they
are being employed on a 12 month probation period. This is for performance, not
structural reasons.
d.
Rank. A Fast Track
rejoiner will normally be offered Reg service in their
previous substantive rank. If appropriate however, a lower rank may be offered (for
example if there are no vacancies in that rank for the relevant trade, if the individual
does not have the required skill set or has experienced significant skill fade).
e.
Officers being reinstated in their previous rank can be approved by APC Branch
AHs. Should any capbadge wish to offer an Officer an alternate rank for structural or
other reasons this must be confirmed by the AEB.
f.
In exceptional circumstances where a Rejoiner has accrued additional relevant
KSE since leaving the Service, a rank appropriate to the KSE may be offered, even if
this is higher than rank on exit. In these cases, acting rank is to be granted until the
Rejoiner completes all requisite training and educational requirements to substantiate
in rank. Subsequent promotions will be granted in accordance with extant rules.
g.
Seniority and Pay. Seniority is to be assessed by APC in accordance with JSP
754 and is to consider the requirements of promotion and any additional skills
acquired whilst in the civilian sector. The incremental level of pay is to be set at an
appropriate level that reflects service to date.
h.
Commitment period.
(1)
Soldiers. Subject to any training return of service, rejoiners will not
normally be required to commit to any period other that having to provide 12
months’ Notice to Terminate. Any minimum commitment period the individual
must serve is to be stated within the offer letter.
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(2)
Officers. Officers are committed to serve for a minimum of 3 years. Any
minimum commitment period the individual must serve is to be stated within the
offer letter.
i.
Main Trade for Pay. Fast Track candidates may only join their previous Main
Trade for Pay. If they wish to rejoin a different trade the normal AGAI 40 rejoiner
pathway should be followed.
j.
Financial repayments. Individuals who have previously left the Armed Forces
through a redundancy scheme are to be informed by the NRC that they may be a
required to re-pay some or all of their redundancy settlement on re-entry to the
Regular Army109. Details are contained withi
n JSP 764.
k.
Pension. From 1 Apr 15 all entrants automatically become members of the
Armed Forces Pension Scheme 2015. It is advised that personnel contact Veterans
UK for details on how their pension will be affected before agreeing to an offer of
employment.
l.
Probation period. All fast track rejoiners are subject to a 12 month probation
period. The procedure for formal warnings and administrative action should be
followed in AGAI 67 if a rejoiner is not performing to the standard required.
23.
Training Requirements. Fast Track rejoiners are Cat A (see AGAI 40 para 40.88)
and will not be required to undertake basic training or initial trade training. On arrival in unit
a full assessment of the currency and competency must be conducted for any legacy
qualifications, mitigating risk through in-Unit refresher training. A full ITR package must
also be delivered in unit within the first 12 months. Capbadges are to load any fast track
rejoiners on any subsequent Ph3 trade refresher training as appropriate once enlisted
back into the Army.
24.
Resettlement. In accordance with JSP 534, fast track rejoiners who rejoin are not
permitted to count prior service in calculating resettlement entitlement, regardless of
whether they accessed any resettlement support at the end of their previous engagement.
The ‘Fast Track’ rejoiner process
25.
General. The ‘Fast Track’ rejoin process is split into four stages:
a.
Stage 1. Application. No longer than 5 working days.
b.
Stage 2. Assessment. No longer than 5 working days.
c.
Stage 3. The offer. No longer than 5 working days.
109 If a Reservist takes up a Regular appointment within 27 months of being made redundant, they may
be required to re-pay a relevant fraction of their Special Capital Payment and / or Compensation Lump
Sum depending upon the length of the employment break. Those re-entering Regular Service after 27
months will not be required to re-pay any of their settlement.
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(Replaces AEL 151 dated Aug 22)
d.
Stage 4. The unit. All actions should be completed within 5 working days of
arrival.
26. The Time of Flight for a ‘Fast Track’ rejoiner should be normally no longer than 4
weeks from application to arrival in unit. It is recognised that all rejoiners may not be able
to rejoin with 4 weeks, however the offer stage should be normally complete within 15
working days.
27. A flow chart with the ‘Fast Track’ rejoin process is at Appendix 1.
28.
Stage 1 – Application. Potential rejoiners are to apply online to initiate the
application process.
a.
Mandatory information for all ‘fast track’ rejoiners. All fast track rejoiners
must be made aware by the NRC that:
(1) Rejoiners with specific welfare or additional family support needs that
require access to SFA immediately should look to rejoin under the normal
process outlined in AGAI 40. They should not expect access to SFA or SSFA
until after 1 Jul 20 with a further review on 30 Apr 20 to decide whether this
period should be extended.
Specific Lines to Take are at Appendix 4.
(2) All fast track rejoiners will be required to undertake a 14 day isolation
period on arrival at their new units.
b.
NRC Eligibility Checks. The NRC Rehire Team is responsible for checking the
eligibility of an applicant and will conduct PSC and PEC.
c.
Sy vetting. The standards described in para 15 must be met. Direction from
Pers Sy (A) on reinstatement/ renewal of vetting should be requested as early in the
process as possible. Following this direction, the normal process for renewal/
reinstatement should be followed by the NRC.
29.
Stage 2 – Employability Assessment. Providing a fast track rejoiner meets the fast
track definition and their application is supported by the recipient capbadge, they should
be offered an engagement. This will normally be at their previous MTfP and rank, but an
alternate offer could be made for structural reasons (see para 21/22). Where a fast track
rejoiner does not meet the fast track definition they are allowed to continue their
application to rejoin under the standard AGAI 40 pathway (soldiers), for officers, they
should apply to a new capbadge through the relevant CM.
30.
NRC. Once all the checks have been passed successfully the NRC Rehire Team is
to send all the necessary information to APC110 where the Terms of Engagement (ToE)
Form (AF B10037) for relevant details is updated. There should be no delay in
110 This is to include the results of the PSC, PEC, Sy check, the latest medical grading and the employability
check results
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sending the information to the application CM. This should be aimed to be
completed within
5 working days application.
31.
APC. The applicant’s information is to be sent to their CM. See para 22 for policy
regarding engagement and rank. All CM action is to be complete within
5 working days of
receiving the applicant information including with Corps HQs and E1 WF Plans as
required. The CM is to assess the applicant based on the information provided and inform
the NRC accordingly:
a.
Successful Applicant. The CM is to inform the NRC Rehire Team and the
necessary ToE Form (AF B10037) is returned to the NRC Rehire Team.
b.
Unsuccessful Applicant.
(1)
Soldiers. They are allowed to continue their application to rejoin under the
standard AGAI 40 pathway, selecting a second or third choice capbadge.
(2)
Officers. If there is no availability in the rejoiners previous capbadge,
candidates should apply through an alternate CM using the existing Officer
rejoiner pathway.
c.
Insufficient Information. Should the CM have insufficient information in order
to make an assessment as to the employability of an applicant, they are to inform the
NRC Rehire Team who will arrange for the collation of the additional information. The
applicant is reassessed once the information has been received.
32. Where a candidate requires the renewal of sy vetting and to do so would delay the
re-entry of the candidate, the CM should inform the NRC whether the candidate can be
employed in a non-SC/ DV position until completion of vetting. If due to MTfP or vacancies
the SP cannot be re-employed until completion of vetting the candidate is to be managed
on the standard AGAI 40 rejoiner pathway.
33. No fast track rejoiner is to be assigned overseas whilst the current workforce
restrictions are in place.
34.
Stage 3 – The Offer. The NRC Rehire Team is responsible for informing the
applicant of the assessment result. The NRC Rehire Team is to then, in consultation with
the APC CM and the applicant, confirm a proposed start date for arrival at the chosen Unit.
The NRC Rehire Team are to compile and email the Offer Letter (based on the ToE) to the
successful applicant. This must also include a copy of the SFA guidance at App 4 to
Annex M for the candidate to sign. Any adjustment of start date will require an APC review
of the ToE. The applicant MUST sign to accept an offer before any JPA action takes place.
The applicant should aim to accept, sign the letter and return it to the NRC Rehire Team
within 5 working days. The NRC Rehire Team is to forward copies of the accepted ToE
form to Pers Admin for completion of JPA record rebuild action and the APC for their
records. The signed Offer Letter acts as an initial assignment order for housing purposes
(noting the current restrictions on SFA).
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35.
COVID-19. The United Kingdom has now moved into the Living with COVID-19
phase of the pandemic. The Army specific Force Health Protection Instruction entitled
‘Working safely in a COVID Environment’ is no longer required and is withdrawn. Defence
have produced overarching Whole Force guidance via the Defence Advisory Notes. These
will be updated to follow national or devolved administration direction regarding all aspects
of COVID and are the definitive guide. Despite the removal of legal requirement, SP are
encouraged to self-certify or report sick if unable to attend the workplace due to COVID-19
symptoms, or any other type of illness which may infect others.
36.
Stage 4 – The Unit. As rejoiners can be considered as if they never left, they are
eligible for normal allowances. On arrival, the Unit must take the following actions to legally
enlist the individual. With the exception of the IMA, these must be completed within one
week of arrival and in the order set out below:
a.
Action 1: Enlistment/ reinstatement. Rejoiners are required to enlist back into
the Regular Army: attestation and swearing the oath of allegiance are therefore to be
conducted in Unit within the first week. Until this is done, a rejoiner is not subject to
Service law. Details of the enlistment procedure (attestation and Oath of Allegiance)
can be found at AGAI 40 Annex L.
b.
Action 2: JPA Action. JPA action is to be carried out in accordance with JPA
Business Process Guide PR904015. In addition, if a rejoiner previously left the
Service via submitting Notice To Terminate (NTT)/ Premature Voluntary Retirement
(PVR), JPA still holds this information, as a result, the Service Person must be
advised to log onto JPA and withdraw their NTT. If a Unit Administrator believes a
rejoiner’s JPA record to be incorrect they are not to adjust a rejoiner’s record without
first consulting APC who will be aware of the rejoiner’s agreed terms of engagement.
c.
Action 3: Pay Action. Unit administrators are to complete JPA Form L002 and
submit to DBS.
Action 4: Vetting Action / Disclosure action. Units are to apply for the appropriate
level of vetting commensurate with the type of employment being undertaken by the
rejoiner, if this has not been completed already. For officers this should already have
been considered by the AEB.
d.
Action 5: Medical. A rejoiner must have an Initial Medical Assessment (IMA)
in order to confirm that their medical status hasn’t changed within 5 working days of
the end of their self-isolation period. This IMA can be completed without the rejoiner’s
PHCR.
(1) If the IMA took place without the SP’s PHCR the SP may be employed in
full duties, but the CoC should be made aware that IMA is not complete and that
they should maintain a low threshold for seeking medical help in case of doubt.
The RMO is to issue the LD proforma at App3 to communicate this to the CoC.
(2) Once the PHCR arrives at the unit, medical staff are to review the SPs
JMES grade. If the rejoiner is found to be below the required standard they may
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(Replaces AEL 151 dated Aug 22)
be discharged in accordance with AGAI 74, or defect on enlistment. There is no
time limitation on this defect on enlistment.
37.
In – unit probation period. It is inevitable that rejoiners will have an element of skill
fade in terms of ITR, physical fitness and trade skills. Units are to provide a 12-month
probation period for the rejoiner to be brought back up to in-service standards. A full
assessment of the currency and competency must be conducted for any legacy
qualifications, mitigating risk through in-Unit refresher training. Rejoiners should be made
aware that should they fail to meet the required standards they may be discharged.
38.
No-shows. A rejoiner that does not report to their assigned Unit as instructed, a ‘no-
show’, or those who have not yet enlisted, are not subject to Service law and therefore
cannot be considered a Regular soldier and cannot be pursued as absent. In the event of
a ‘no-show’ the Unit is to contact the NRC and APC CM with details at the earliest
opportunity. Contact with the individual remains an NRC responsibility. If the NRC deems
there is reasonable justification for the ‘no-show’, one further arrival date may be offered in
consultation with APC CM as the IBD may need to be reassessed. Any subsequent offers
will require approval from the relevant E1 Workforce Plans.
Appendices:
1. Fast Track flowchart.
2. Self-declaration.
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Intentionally blank
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Applicant applies online
Check candidate meets FT criteria
• MFD/ MLD
• Date of last medical <36 months
Move to standard
• Confirm capbadge and MTfP
•
rejoin pathway
Reason for leaving
• >24 months on previous engagement
• Date of service <36 months since discharge
If not suitable
due to JMES
Prior Employment Checks
• MOD 493
• Evidence to complete PEC and BPSS
• Refer to WF Pol if req
Medical
MFD
MLD
• Self Declaration complete
• Self Declaration complete
• PHCR requested
• PHCR requested
• Suitability check & results
• Suitability check for capbadge
uploaded to DRS
• Results uploaded to DRS
No req to check the OAVL
Application sent to APC CM
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Application received by APC CM
• Date of service <36 months since discharge
No offer from original capbadge.
• Check for structural space/ performance at previous
Soldiers move to AGAI 40 pathway.
rank. If no space makes an alternate offer.
Officers reapply through alternate CM.
• If no offer, soldier transfers to AGAI 40 pathway.
Officers reapply through alternate CM.
NRC starts vetting
NRC confirms offer,
process (earlier if
start date with CM and
possible)
applicant
CM produces Terms of Engagement
CTC candidate
• MOD 493 already completed
NRC produce Offer Letter
•
NRC complete BPSS before
entry
Rejoiner signs Offer Letter. If no
further medical consultation req
SC/ DV candidate
rejoiner safe to travel to unit.
• MOD 493 already completed
• NRC commence BPSS
• Applicant
CANNOT re-join
• NRC send ToE form to DBS – JPA
before BPSS complete
rebuild
• For each case NRC speak to
Pers Sy (A) to advise on
reinstatement or renewal of
vetting
Rejoiner arrives in unit
• Attest
• Pay action
Pers Sy (A) waiver
Pers Sy (A) not
granted
waiver granted
• Rejoin in SC/ DV
• Can the rejoiner be
• self – isolation period if
role
employed in non-SC/
required under current FHP
• NRC apply for
DV role?
measures
reinstatement / new
vetting through DBS
IMA
completed
without
PHCR.
• Employed in line with App 3
Yes
No
SP assigned to non –
• DBS apply for
SC/ DV role until
vetting renewal/
vetting
reinstated/
reinstatement
renewed
• Rejoiner awaits
PHCR arrives in unit. JMES
vetting completion
reviewed
before rejoining
12 month in-unit probation
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(Replaces AEL 151 dated Aug 22)
ANNEX N TO CHAPTER 40
SCT SCREENING FOR UNTRAINED PERSONNEL
1.
Background. Following the death of two candidates undergoing the
2km maximal effort run as part of the Role Fitness Test (Entry) (RFT(E)) at the
Assessment Centre (AC) Lichfield, the Army has been directed by HM Coroner to
implement SCT control measures to ensure candidates joining the Service are
screened at the point of entry.
2.
What is Sickle Cell Trait? Sickle cell is a disorder of the haemoglobin in red
blood cells. Haemoglobin is an important substance that carries oxygen around the
body. If you are a sickle cell ‘carrier’, it means you carry one of the genes that
causes sickle cell disease. As a carrier, you cannot develop sickle cell disease
because you still have one gene that makes the usual haemoglobin. Being a carrier
is also known as having sickle cell
trait (SCT). The sickle cell gene has survived in
evolution as a natural way for the body to fight malaria. SCT is most common in
those with African (1 in 4 West Africans) and Caribbean family origins
(1:10 Caribbeans), but is also more frequent in people with Mediterranean, Middle-
Eastern and Indian heritage.
3.
SCT Physiology. During intense physical activity, a decrease in oxygen levels
can cause some blood cells to deform from the normal flexible disc shape to a
‘sickle’ (crescent) shape. These sickle cells do not bend and move easily so can
block small blood vessels leading to organ damage and muscle breakdown known
as ‘rhabdomyolysis’. The breakdown products of damaged muscle can block the
kidneys causing kidney failure, with other toxic substances creating a ‘metabolic
crisis’ that can include heart failure and ultimately death. The harder and faster the
individual works, the greater the chance that sickling will occur. The Army recognises
that a best effort run is a focus of risk, particularly when associated with high
motivation, such as a selection event. US Army experience is that risk is greatest in
early training but does not completely disappear in later service. That risk can,
however, be significantly reduced by conditioning, education and by taking sensible
precautions to mitigate the external risk factors of Exertional Collapse Associated
with Sickle cell Trait (ECAST), as much as practicably possible. Heat, cold,
dehydration, high altitude and carrying a heavy load are some of the other factors
that can increase risk.
4.
Screening Pathway. The SCT Military Judgement Panel111 (MJP) chaired by
Hd Pers Pol on 24 Jun 21, directed the Army to test all
ab initio entrants (Regular
and Reserve) for SCT, ideally pre-service, but critically prior to any maximal effort
testing, and the only pathway for entry into the Army for SCT positive applicants was
following completion of the Soldier Development Course (SDC). The SDC
delivers
assured progressive activity, including PT which will allow for physiological adaption
in SCT positive applicants, whereby reducing any risk of further injury to ALARP. SP
already in service will be offered a test but it will not be compulsory.
111 Chaired by Hd Pers Pol, supported by DOps ARITC, DACOS Pers Campaign Ops HC, Hd Legal
Advisor Army, AH Prof Dev, AD Med ARITC, Snr Health Advisor Army, AD Trg Ops Reserve ARITC.
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5.
Cohorts for Consideration. The following cohorts of untrained applicants have
been identified as being at risk of conducting activities without being screened for
SCT:
a.
Regular Soldiers (including AFC(H) Junior Entrants) and Officers.
b.
Army Reservist Soldiers and Officers.
c.
Defence Training Undergraduate Scheme (DTUS) Defence STEM
Undergraduate Scheme (DSUS), Scholars.112
Professionally Qualified Officer (PQO) Bursars.
d.
University Officer Training Corps (UOTC) OCdts.
e.
International OCdts.
f.
The Royal Gibraltar Regiment Trainees.
g.
Bde of Gurkha (GURTAM) Recruits.
6.
Higher Formation responsibilities. The following 3/2* HQ’s have
responsibility for ensuring applicants are screened for SCT113 and those identified as
high risk on FOQ must receive a low-risk diagnosis prior to conducting any physical
activity. Commanding Officers must satisfy themselves the following personnel under
their command have been screened for SCT and provided a low-risk diagnosis
before participating in any maximal exertion physical activity.
a.
Regular Soldiers (including AFC(H) Junior Entrants) and Officers -
HC/ARITC.
b.
Army Reserve Soldiers and Officers – HC/ARITC.
c.
DTUS/DSUS Scholars2 – HC/RMAS.
d.
PQO Bursars – HC/ARITC.
e.
UOTC OCdts – HC/RMAS.
f.
International OCdts – Def AC/DE School and HC/RMAS.
g.
The Royal Gibraltar Regiment Trainees – HC.
h.
Bde of Gurkha (GURTAM) Recruits – HC/RC.
i.
Army Reserve soldiers attending AOSB – ARITC.
7.
Identification Method. All SCT positive applicants are required to wear a red
wristband marked ‘ECAST’ to easily identify themselves as SCT positive, whilst
undergoing the SDC. It is the responsibility of the SDC Instructional Staff to ensure
these wrist bands are always visible when training. Trainees are encouraged (but not
mandated) to wear the wristbands during BTT/ITT and thereafter. It is the
responsibility of the respective training provider to ensure that the SCT positive
candidates are issued with a minimum of 3 ECAST wristbands.
8.
Risk Factors114. Risk factors associated with exercise-related collapse can be
personal, environmental, or external. In addition, it is important to recognise the
112 DTUS to become the Defence STEM (Science Technology Engineering Maths) Undergraduates
Scheme (DSUS) in 2024.
113 SCT screening requires all personnel to complete a Family Origin Questionnaire (FOQ) and Sickle
Cell Trait Test (SCTT) both of which must be conducted by the medical chain. The SCTT is in the
form of a blood test for those with a positive score on the FOQ, medical chain to manage.
114 As detailed within AGAI Vol 1 Ch 7.
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(Replaces AEL 151 dated Aug 22)
additional risk of excessive motivation, as an individual may push themselves during
physical activity and ignore the onset of physical signs and symptoms of distress.
Recognised personal, environmental and external risk factors are listed below,
noting this is not an exhaustive list.
Personal risk factors include:
a.
Dehydration.
b.
Recent or current illness (include raised temperature).
c.
Recent vaccination (within 24 hours).
d.
Poor baseline conditioning/fitness level.
e.
Excess body fat.
f.
Prior poor fitness test performance.
g.
Prior exercise related collapse.
h.
Accumulated fatigue.
i.
An underlying cardiac condition.
j.
Asthma.
k.
Clinical evidence suggests that SCT positive individuals may be more
prone to injury (or death) with physical exertion.
Environmental and external risk factors include:
a.
Lack of appropriate environmental acclimatisation.
b.
Exercise at altitude.
c.
High ambient temperature and humidity, and cold weather.
d.
Certain medications.
e.
Dietary supplements containing stimulants, including energy shots or
drinks.
9.
Universal Training Precautions115
(UTPs). The risk of ECAST can be
reduced through UTPs as follows:
a.
Acclimatisation to heat or altitude.
b.
Progressive & graduated increase in exercise duration & intensity.
c.
Hydration sufficient to maintain clear-light yellow urine.
d.
Avoid stimulants, diuretics, energy drinks, antihistamines, decongestants,
non-steroidal anti-inflammatory drugs (NSAIDs), opioids, methylphenidate and
weight-loss or other performance-enhancing supplements prior to and during
exercise.
e.
Avoid alcohol prior to exercise.
f.
Ensure work / rest cycles are followed.
g.
Observe participants for no less than 10 minutes post exertion.
h.
Ensure medical resources including SQEP staff, are available and able to
provide prompt medical attention when early signs of distress are observed.
10.
Physical activity opt-out116. Illness and other personal risk factors can
increase the risk of exertional collapse, and it is recognised that there may be times
115
AGAI Vol 1 Ch 7 Physical Training
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April 2023
(Replaces AEL 151 dated Aug 22)
when an individual may be well enough to conduct many of their work duties whilst
not feeling well enough to take part in physical activity. Personnel are not to
participate in physical activity of any nature where, having been briefed on the nature
of the activity by the Chain of Command, they do not feel sufficiently well enough to
take part, and should inform the activity owner if this is the case.
11.
Family Origin Questionnaire (FOQ). The FOQ document117 is used to screen
all candidates applying to join the organisations detailed in para 5 and identify those
who are at High Risk of SCT. FOQ can only be administered by medically trained
staff during the application process. The results of the FOQ are confidential and Data
Protection (DPA18) principles and Caldicott guidelines must be observed. The CoC
are not to conduct FOQ without a medical lead and in consultation with Occupational
Health (OH)118. No candidate is to complete the RFT(E) or maximal exertional
physical activity before the FOQ has been completed and subsequent blood testing
completed, if required.
12.
Training and Education. Prevention of exercise-related deaths is critical and
is a commander’s responsibility in the planning and conduct of training. There are
several important medical conditions including SCT which may cause Exertional
Collapse. ‘The Commanders’ Guide to Exertional Collapse’119 provides guidance for
commanders on risk factors and UTP to reduce the incidence of collapse and death
from the conditions that may cause it. ‘An Individual’s Guide to Exertional
Collapse’120 and ‘Sickle Cell Trait – The Facts’121 provide valuable advice for the
individual in addition to resources such as the ‘Immediate Action in suspected
Exertional Collapse’ Poster122 which provides the immediate action drills to be
carried out in the event of an exertional collapse.
Appendix:
1. Sct Screening For Untrained Personnel - Tracking Flowchart
2. Family Origin Questionnaire Template
116 Full details of the Opt-Out Policy can be found in
AGAI Vol 1 Ch 7 Physical Training
117 FOQ Template can be found at Appendix 2 to this Annex.
118 ARITC OH should be used for those in BTT/ITT. DPHC Regional OH should be used for those
outside BTT/ITT.
119 This handout and others giving advice of ECAST can be found o
n AKX. The Commanders’ Guide
to Exertional Collapse
120
An Individual’s Guide to Exertional Collapse 121
Sickle Cell Trait – The Facts 122
Immediate Action in suspected Exertional Collapse - Poster
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AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
Appendix 1 to Annex N to Chapter 40
SCT SCREENING FOR UNTRAINED PERSONNEL - TRACKING FLOWCHART
Applicant attends AC or
Enrolled
SP attested and on
the Gurkha/Gibraltar
DTUS/DSUS
the trained strength
Regiment screening
student /PQO
in the Army Reserve
process at the start of
Scholar and UOTC
who is applying to
the recruitment process
OCdt but has never
attend AOSB but
been screened for
has never been
S
CT
screened for SCT
Applicant / SP completes FOQ which
must be administered by Med Staff and follow the FOQ process.
This will result in either a High or Low risk FOQ result. All Army Reserve SP who record a High Risk FOQ,
require an Appendix 9 and E2 marker to be applied to their DMICP records by med staff whilst waiting for
SCTT.
All High risk FOQs must undertake SCTT as follows:
High Risk FOQ
High Risk FOQ
Low Risk FOQ
Applicant / SP provides
Applicant / SP provides
Applicant proceeds with
positive SCT Test result
positive SCT Test result
application process
and is loaded onto the
but refuses or is unable
next available SDC
to attend the SDC
Unit apply for discharge
Applicant / SP
Applicant / SP completes SDC (does not
of SP / AC terminate
include International OCdts attending
progresses with
application
enlistment application or
RMAS
returns to routine activity
within the unit
Applicant / SP
progresses with
enlistment application or
returns to routine activity
within the unit
AEL 159
40/N-1-1
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
Appendix 2 to Annex N to Chapter 40
FAMILY ORIGIN QUESTIONNAIRE TEMPLATE
Family Origin Questionnaire – for completion face-to-face
Candidate URN
Candidate Date of Birth
Candidate Surname (Last name/family name)
Candidate Forename (First name)
Informed Consent
☐
This questionnaire is to assist in establishing your genetic heritage.
The results of this questionnaire will be used to inform whether a blood test will be
needed to ascertain your sickle cell status. This information will then be used to assess
the risk of exertional collapse when taking part in the Army physical tests.
Please tick the box above to confirm that you understand the purpose of this form and
consent to being asked these questions to ascertain if there is a requirement to
progress to a blood test. A copy of this form will be held in your case file.
Candidate has not consented to questionnaire completion
☐
Health Professional’s Name: (include name / GMC no / stamp)
Date:
Signature:
FOQ Outcome Once the form below is completed the outcome is to be checked on this front page:
Proceed
☐
Held pending blood test
☐
AEL159
40/N-2-1
AC60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
Family Origins Part 1:
The following questions relate to the candidate’s BIOLOGICAL parents.
Please tick all boxes in ALL sections that apply to the biological mother and biological father.
Biological Mother
Biological father
A. AFRICAN OR AFRICAN-CARIBBEAN
(BLACK)
Caribbean Islands
Africa (excluding North Africa)
Any other African family origins
Biological Mother
Biological father
B. SOUTH ASIAN (ASIAN)
Nepal Tharu (caste) and Terrai region only
India or African-Indian
Pakistan, Bangladesh, Sri Lanka
Afghanistan, Kyrgyzstan, Turkmenistan,
Tajikistan, Uzbekistan, Kazakhstan
Biological Mother
Biological father
C. SOUTHEAST ASIAN (ASIAN)
Nepal except Tharu (caste) and Terrai region
China including Hong Kong, Taiwan
Singapore, Thailand, Indonesia
Malaysia, Vietnam, Philippines
Cambodia, Laos, Myanmar
Any other Asian family origins
Any Melanesian/Polynesian country (includes
Fiji, Tonga)
Biological Mother
Biological father
D. OTHER NON-EUROPEAN (OTHER)
North Africa, South/Central America
Middle East, Saudi Arabia, Iran
Any other non-European family origins
Biological Mother
Biological father
E. SOUTHERN AND OTHER EUROPEAN
(WHITE)
Sardinia
Greece, Turkey, Cyprus
Italy, Portugal, Spain
Albania, Czech Republic
Poland, Romania, Russia
Any other Mediterranean country
AEL 159
40/N-2-2
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
Biological Mother
Biological father
F. UNITED KINGDOM (WHITE)
England, Scotland, Northern Ireland,
Wales
Biological Mother
Biological father
G. NORTHERN EUROPEAN (WHITE)
Austria, Belgium, Switzerland, Scandinavia
Ireland (Eire), France, Germany,
Netherlands
Australia, North America, Canada, South
Africa, New Zealand
Any other European family origins
H. DON'T KNOW
Adoption
Unknown for other reasons
Bone Marrow Transplantation:
This next question is to find out if the candidate or their BIOLOGICAL parents have ever had a bone
marrow transplant for any medical condition.
I. BONE MARROW TRANSPLANT
Have you had a bone marrow
Yes ☐
No
☐
transplant?
Biological Mother
Biological father
Has either parent had a bone
Yes ☐
Yes ☐
marrow transplant before the
No
☐
No
☐
candidate was born?
AEL 159
40/N-2-3
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
Family Origins Part 2:
The following 2 sections relate to the candidate’s BIOLOGICAL grandparents, first on the
mother’s side and then on the father’s side.
Please tick all boxes in ALL sections that apply to the biological grandparents on the
mother’s side:
Biological Grandmother
Biological Grandfather
(on Mother’s side)
(on Mother’s side)
ORIGIN
A. AFRICAN OR AFRICAN-
CARIBBEAN (BLACK)
B. SOUTH ASIAN (ASIAN)
C. SOUTHEAST ASIAN (ASIAN)
D. OTHER NON-EUROPEAN
(OTHER)
E. SOUTHERN AND OTHER
EUROPEAN (WHITE)
F. UNITED KINGDOM (WHITE)
G. NORTHERN EUROPEAN
(WHITE)
H. DON’T KNOW
Please tick all boxes in ALL sections that apply to the biological grandmother and biological
grandfather on the father’s side:
Biological Grandmother
Biological Grandfather
(on Father’s side)
(on Father’s side)
ORIGIN
A. AFRICAN OR AFRICAN-
CARIBBEAN (BLACK)
B. SOUTH ASIAN (ASIAN)
C. SOUTHEAST ASIAN (ASIAN)
D. OTHER NON-EUROPEAN
(OTHER)
E. SOUTHERN AND OTHER
EUROPEAN (WHITE)
F. UNITED KINGDOM (WHITE)
G. NORTHERN EUROPEAN
(WHITE)
H. DON’T KNOW
AEL 159
40/N-2-4
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
Guidance for health care professionals
•
Boxes A, B, D, H and I represent a high prevalence area/risk for sickle cell disease, and boxes C,
E, F and G are associated with a low prevalence area/risk.
•
Family Origins Part 2: Please ask for the family origins going back at least 2 generations (or
more if possible). Assessing risk as per below, i.e. origin groups A, B, D, H and I require testing.
•
If a Candidate has ticked any of the high prevalence boxes, it is recommended that a screening
test for sickle cell is required to proceed in the process.
•
If the candidate ticks a low prevalence box for both parents and grandparents, then they can
proceed to the RFT(E) in particular the 2 km run.
•
The form is to be signed by the clinician to confirm that they have informed the candidate the
purpose of the questionnaire.
AEL 159
40/N-2-5
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
ANNEX O TO CHAPTER 40
TRADES REQUIRING VOCATIONAL DRIVING QUALIFICATIONS123
Cap
Trade
Licence Type
Notes
Badge
AAC
Groundcrew
Yes
Cat C
AGC
Mil Pers Admin (AGC (SPS))
No
n/a
Required as an entry
Military Provost Guard Service (MPGS)
Yes
Cat B
‘standard’ unless a
waiver is granted
(B/B+E then C+E -
acquisition forms part of
Royal Military Police (RMP)
Yes
Cat C+E Phase 2 training so not a
requirement for entry)
Preferred but not
essential for Regular
Military Provost Staff (MPS - Reserves only) Yes
Cat B
MPS noting personnel
do not DE into Regular
MPS
AMS
Dental Nurse
No
n/a
Combat Medical Technician
Yes
Cat C
Environmental Health Technician
No
n/a
Biomedical Scientist
No
n/a
Operating Department Practitioner
No
n/a
Pharmacy Technician
No
n/a
Radiographer
No
n/a
Nurse (Adult or Mental Health)
No
n/a
Healthcare Assistant
No
n/a
Dog Trainer/Handler
No
n/a
Veterinary Technician/Nurse
No
n/a
RCAM
Musician
No
n/a
Infantry - including Guards, Para and
Infantry
No
n/a
Gibraltar Regt
Special Forces (Reserves only)
No
n/a
Int Corps Operator Military Intelligence
No
n/a
123 Driving licences remain part of the recruiting offer for all personnel.
AEL 159
40/O-1
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
Operator Technical Intelligence
No
n/a
RA
Gunner Crewman
Yes
Cat B
Honourable Artillery Company (HAC -
Yes
Cat B
Reserves Only)
RAC
Crewman
Yes
Cat B
All RAC SP will complete
Cat B trg at CMC (if they
do not have a current
valid driving licence) and
Household Cavalry
Yes
Cat B
those going to Lt Cav will
complete Cat C
Yeomanry
Yes
Cat B
RE
Electrician
Yes
Cat B
Explosive Ordnance Disposal and Search
Yes
Cat B
Fitter General
Yes
Cat C+E
Fitter Air Conditioning & Refrigeration
Yes
Cat B
Heating & Plumbing
No
n/a
Plant Operator Mechanic
Yes
Cat C+E
Bricklayer & Concretor
No
n/a
Building & Structural Finisher
No
n/a
Carpentry & Joinery
No
n/a
Fabricator
No
n/a
C3 Systems
Yes
Cat C
Cat B only. H licence
Armoured Engineer
Yes
Cat B
acquired on Arms Cse
Engineer Logistics Specialist
Yes
Cat C
Driver
Yes
Cat C
Digital Communications Technician
Yes
Cat C+E
Geographic Technician
Yes
Cat C+E
Construction Materials Technician
Yes
Cat C+E
Design Draughtsman
Yes
Cat B
Design Draughtsman (Electrical &
Yes
Cat B
Mechanical)
Surveyor Engineer
Yes
Cat B
AEL 159
40/O-2
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
Military Engineer - Combat (Reserves only) No
n/a
Amphibious Engineer (Reserves only)
Yes
Cat C
ME Comd Control and Comms Sys
Yes
Cat B
(Reserves only)
Military Engineer - Search (Reserves only) No
n/a
Infrastructure Engineer (Reserves only)
Yes
Cat B
Cat H only required on
Cat B,
Entry to Field Army if the
REME
Vehicle Mechanic
Yes
C+E, H initial assignment is to an
Armoured Unit.
Cat B,
Armourer
Yes
C+E
Cat B,
Metalsmith
Yes
C+E
Cat B,
Recovery Mechanic
Yes
C+E, H,
ADR
Cat B,
Aircraft Technician
Yes
C+E
Cat B,
Avionics Technician
Yes
C+E
Cat B,
Electronics Technician
Yes
C+E
Cat B,
Tech Support Specialist
Yes
C+E
RLC
Driver (including DTTO)
Yes
Cat C+E
Driver Communications Specialist
Yes
Cat C+E
Air Despatcher
Yes
Cat C+E
Port Operator
Yes
Cat C+E
Movement Controller
No
n/a
Mariner
No
n/a
Postal & Courier Operator
No
n/a
Petroleum Operator
Yes
Cat C+E
Ammunition Technician/Specialist
Yes
Cat C
Chef
No
n/a
Marine Engineer
No
n/a
AEL 159
40/O-3
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
Logistic Specialist (Supply)
Yes
Cat C+E
Vehicle Supply Specialist
Yes
Cat C+E
Photographer
Yes
Cat B
Systems Analyst
Yes
Cat B
R
Communications Systems Engineer
Yes
Cat C
SIGNALS
Communication Logistic Specialist
Yes
Cat C
Electronic Warfare Systems Operator
Yes
Cat C
Communications Systems Operator
Yes
Cat C
R SIGNALS Electrician
Yes
Cat C
Installation Technician
Yes
Cat B
Joint Cyber Unit (Reserves only)
No
n/a
UOTC
University Officer Training Corps
No
n/a
Officers All Officer trades/streams
Yes
Cat B
AEL 159
40/O-4
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
(Replaces AEL 147 dated Apr 22)
ANNEX P TO CHAPTER 40
LATERAL ENTRY CANDIDATE ESTIMATE GUIDE
Ser
Question
Response
Remarks
Part 1 - Candidate Details
1
Title
2
Surname
3
Intials
4
Does the candidate have previous military
service in:
A. The British Army.
B. The RAF, RN or RM.
C. Non-UK Armed Forces
5
Is the candidate’s previous military service
Yes / No
deemed directly relevant to the proposed
future employment?
Part 2 - Proposed Terms of Service for Entry
6
Corps/Regiment
7
Trade (if applicable)
8
Rank
9
Employment Type
Regular Army / Army Reserve
10
Employment Group (Army Reserve Only)
Group A / Group B / Group C / Group D / Group E / N/A
11
Engagement/Commission on Entry and term
Part 3 – Qualification Requirements for Entry, Rank and Functional Role
12
Suitability for Entry into the Army – Has the
candidate:
A. Achieved the requirements for entry into
Yes / No
Where
requirements
have
been
the Army under AGAI 40.
waived these should be listed here.
Authority to waive entry requirements
is Pers Pol (Army)
B. Achieved all the requirements for entry,
Yes / No
pending medical, security or trade-specific
vetting (list here), or DBS Employment
AEL 159
40/P-1
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
(Replaces AEL 147 dated Apr 22)
Ser
Question
Response
Remarks
Checks.
13
Qualifications Required for Employment -
See Para 12 for guidance. Includes
What are the mandated BCCS, education,
career qualifications mandated in Army
leadership & management and special-to-arm
policy
and
Corps/Regimental
qualifications
normally
required
for
the
Instructions. The relevant qualifications
proposed rank and employment.
include those required to be eligible to
State the relevant policy in each case.
substantiate in the proposed rank, and
to
qualify
the
individual
for
employment.
14
Existing
Qualifications
-
List
the
See Para 13. Where qualifications are
qualifications already held by the candidate
deemed Equivalent provide details of
and specify where they are deemed Equal,
the TRA. Include the assessment as
Equivalent (Full/Part) or Relevant.
evidence.
15
Required Qualifications – Having considered
the response to Ser 13 and 14, what in-Service
qualifications
are proposed for the candidate to
complete.
16
Training Deficit/Risk – What is the residual
See Para 14. The deficit is equal to
training deficit/risk?
Ser 13 – (Ser 14 + Ser 15).
Authority
waive
part
or
all
of
qualifications mandated in Army policy
rests with Pers Pol (Army). Authority to
waive military qualifications directed in
Corps/Regimental instructions rests
with the relevant Corps/Regimental
HQ.
17
Response to Risk. As a result of the residual
risk is it proposed that the candidate will
experience a constrained career path? Provide
details, and set out the promotion requirements
for progression through the next two ranks.
18
Response to Risk – As a result of the residual
risk is it proposed that existing Army policy or
Corps/Regimental
Instructions
be
varied
specifically for this candidate, in order to
AEL 159
40/P-2
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
(Replaces AEL 147 dated Apr 22)
Ser
Question
Response
Remarks
enable wider or full career opportunities?
Provide details.
19
Response to Risk – If you responded ‘No’ to
Ser 17 and Ser 18 provide justification as to
why the deciding authority should tolerate the
training deficit/residual risk described in Ser
15.
20
Will the candidate be required to complete any
additional qualifications beyond those stated in
Ser 13 if accepted for entry? List here and
state the justification.
21
Comments
Part 4 – Entry Pathway and Terms of Service
22
Describe the training pathway and timeline for
the candidate to progress through the training
pathway.
23
What mentoring arrangements and additional
support will be put in place to support the
candidate on entry.
24
Comments:
AEL 159
40/P-3
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
(Replaces AEL 147 dated Apr 22)
Ser
Question
Response
Remarks
Part 5 – Evidence
Deciding authorities will determine suitability for the proposed rank and employment based on supporting evidence. Such evidence may include CVs, Personal
Statement, Qualification Certificates, Course reports, Professional or Academic References, Employer or former Service appraisals, former service records or
records of interview.
25
List the
evidence provided to support Flag A –
consideration of the candidate for entry.
Flag B –
Flag C –
Flag D –
Flag E –
Flag F -
26
Comments:
Part 6 – Staff Sponsor
This candidate estimate and the supporting evidence was reviewed and prepared by the Career Manager and Corps/Regimental HQ Personnel lead as detailed
below.
27
Role
Number
Rank
Name
E-Mail
Contact
Date
Number
28
Role
Number
Rank
Name
E-Mail
Contact
Date
Number
AEL 159
40/P-4
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
(Replaces AEL 147 dated Apr 22)
Ser
Question
Response
Remarks
Part 7 – Pers Pol (Army) Advice
On completion of Part 6 the estimate guide should be submitted to Army WF Pol who will provide policy advice to inform consideration by the deciding authority.
29
Advice
30
Role
Number
Rank
Name
E-Mail
Contact
Date
Number
AEL 159
40/P-5
AC 60974/2
AGAI Vol 2 Ch 40
RECRUITMENT POLICY
April 2023
(Replaces AEL 151 dated Aug 22)
ANNEX Q TO CHAPTER 40
SPECIAL ENLISTMENT WAIVER
Special Enlistment Waiver: AFB 203 can be accessed using this link.
(Link will be provided in April 2023)
AEL 159
40/Q-1
AC 60974/2