You Have A Week
First the bite........
16 Blades WTF was this then?
Getting serious then.
No1. Produce a document called something like Personnel Functional Standards, that could include all your entitlements like leave, minimum time in UK etc. This document could then be reported on so that the Airships could see at a glance who was being seen off.
No2. Institute a core working week for those in units that deploy often.
No3. Improve the posting process. Promote people all at once in a yearly signal, then they pick up that promotion 6 months later. This gives those lucky persons 6 months to sort their lives/homes out. It also means that everyone that is unlucky knows that the clock is back ticking.
No4. Improve the posting process by instigating an Officer's Appointment List, that is published weekly, tells those posted where they are going and can be used as authority for travel/ allowances etc.
No5. Do not treat your aircrew like gods but just as another weapon system.
No6. Have some Senior Officers with the balls to take some risk for the future good of the service. Medium term heartache for long term gain. Let everyone know what your vision is.
No7. Don't keep your good Officers/SNCOs hanging on in the last couple of years of service, wondering if they are going to have a job or not in 2006/7. A better offer will come along and they will jump ship. Identify your bright people and signify their worth by giving them the security of extensions of service/assimilation.
No8. Do not promote people too early, they will end up as your policy makers and have a very good chance of making a hash of it. (Bar a few!) You will have already have shown them you love them by giving extensions of service etc.
No9. Have a uniform that you can be proud of, minimise the glossy brochures and rucksacks that just make people living in a tent, think that you are wasting the money, that they think should be spent on guns etc.
Alternatively leave the RAF join the RN and get all of the above!
16 Blades WTF was this then?
Getting serious then.
No1. Produce a document called something like Personnel Functional Standards, that could include all your entitlements like leave, minimum time in UK etc. This document could then be reported on so that the Airships could see at a glance who was being seen off.
No2. Institute a core working week for those in units that deploy often.
No3. Improve the posting process. Promote people all at once in a yearly signal, then they pick up that promotion 6 months later. This gives those lucky persons 6 months to sort their lives/homes out. It also means that everyone that is unlucky knows that the clock is back ticking.
No4. Improve the posting process by instigating an Officer's Appointment List, that is published weekly, tells those posted where they are going and can be used as authority for travel/ allowances etc.
No5. Do not treat your aircrew like gods but just as another weapon system.
No6. Have some Senior Officers with the balls to take some risk for the future good of the service. Medium term heartache for long term gain. Let everyone know what your vision is.
No7. Don't keep your good Officers/SNCOs hanging on in the last couple of years of service, wondering if they are going to have a job or not in 2006/7. A better offer will come along and they will jump ship. Identify your bright people and signify their worth by giving them the security of extensions of service/assimilation.
No8. Do not promote people too early, they will end up as your policy makers and have a very good chance of making a hash of it. (Bar a few!) You will have already have shown them you love them by giving extensions of service etc.
No9. Have a uniform that you can be proud of, minimise the glossy brochures and rucksacks that just make people living in a tent, think that you are wasting the money, that they think should be spent on guns etc.
Alternatively leave the RAF join the RN and get all of the above!
Last edited by Widger; 13th Dec 2005 at 09:09.
Join Date: Feb 2005
Location: WSM
Posts: 222
Likes: 0
Received 0 Likes
on
0 Posts
As the Air Force Board Liaison Team has just been closed down, shades of "shooting the messenger" here perhaps, methinks you are whistling in the wind if you suggest anything that:
a. Costs money
b. Raises morale
c. Makes any kind of sense at all
a. Costs money
b. Raises morale
c. Makes any kind of sense at all
Join Date: Jun 2001
Location: N/A
Posts: 143
Likes: 0
Received 0 Likes
on
0 Posts
No5. Do not treat your aircrew like gods but just as another weapon system.
No6. Have some senior officer's [sic] ... Let everyone know waht your vision is.
Join Date: Mar 2004
Location: Oxfordshire
Age: 54
Posts: 470
Likes: 0
Received 0 Likes
on
0 Posts
1. Ditch PFI from the vocabulary.
2. Keep decision makers in post more than two years, so once they've learned how to do their job they get a sufficient time to do it.
3. Make decisions on time, rather than delaying them until you're backed into a corner and have to buy whats available, not whats best.
4. Learn to say no.
5. Learn to communicate properly with our Army and Navy brethren.
2. Keep decision makers in post more than two years, so once they've learned how to do their job they get a sufficient time to do it.
3. Make decisions on time, rather than delaying them until you're backed into a corner and have to buy whats available, not whats best.
4. Learn to say no.
5. Learn to communicate properly with our Army and Navy brethren.
Widger
You seem typical of many of your Navy brethren.
I have lost count of the number of posts on this forum from Navy men saying how cr@p the Air Force is and how amazing the Navy is. It sounds to me like you're the one that needs convincing. I'm perfectly happy with my lot, as I hope you are, but you're beginning to sound a little desperate!
BV
I have lost count of the number of posts on this forum from Navy men saying how cr@p the Air Force is and how amazing the Navy is. It sounds to me like you're the one that needs convincing. I'm perfectly happy with my lot, as I hope you are, but you're beginning to sound a little desperate!
BV
BV,
I did not say that the Air Farce was cr@p, far from it. I have immense respect for the Light Blue but, having spent 6 years on and off serving in Light Blue units, I see and hear at first hand where some of the discontent lies.
The RAF used to have a very good reputation for looking after their people well. I think that corporate care may have slipped over the last decade and I am proud to say that the 2SL organisation has done much to improve the lot of the Dark Blue against significant treasury pressure.
I agree that all is not well in all three Services, mainly due to financial pressures. This is why it is important for those at the top to communicate to the lowest common denominator, why they are getting grief and why their short term pain, will pay off in the end.
Or maybe I am being a liitle naive......probably, but I also have a responsibility to be upbeat!
I did not say that the Air Farce was cr@p, far from it. I have immense respect for the Light Blue but, having spent 6 years on and off serving in Light Blue units, I see and hear at first hand where some of the discontent lies.
The RAF used to have a very good reputation for looking after their people well. I think that corporate care may have slipped over the last decade and I am proud to say that the 2SL organisation has done much to improve the lot of the Dark Blue against significant treasury pressure.
I agree that all is not well in all three Services, mainly due to financial pressures. This is why it is important for those at the top to communicate to the lowest common denominator, why they are getting grief and why their short term pain, will pay off in the end.
Or maybe I am being a liitle naive......probably, but I also have a responsibility to be upbeat!
Join Date: Jun 2005
Location: ooop north
Posts: 93
Likes: 0
Received 0 Likes
on
0 Posts
1. Build a supermarket inside the wire to keep out passers by and call it a BX/ class 6. Tax free food and gadgets for all serving personnel and plenty of job opportunities for the missus.
