NTA Regional Award Winner, Large Employer; Ministry Of Defence Guard Service
Skills Workshops Drive Promotions at MOD

When the Ministry of Defence Guard Service (MGS) needed to increase the number of its first level managers it was met with a problem - only a tiny percentage of eligible employees were choosing to take the promotion process assessment. That, coupled with a low success rate among those that took the assessment, motivated the service leaders to create a unique workshop based training programme.

The MGS arm of the Ministry of Defence Police and Guarding Agency (MDPGA) employs some 4,089 Civilian Security Officers (CSOs). It provides a variety of unarmed guarding services to MOD Establishments covering 213 sites across the United Kingdom, including several high profile establishments.

An organisational re-structuring exercise in 2007 meant that MGS planned to increase by up to a third the numbers of first level (Band D) managers. To achieve promotion, MGS Officers at entry and supervisor levels have to pass a centralised Assessment & Development (A&D) promotion process. Although some 3,400 MGS officers were eligible to apply for the voluntary annual promotion process, less than 6% of eligible officers applied and on average MGS achieved a 3% success rate - substantially lower than the MOD average (10%).

It was identified that there was a lack of understanding or awareness of the relatively new process among both individuals and line managers. To ensure the MGS would have sufficient numbers of new managers with the appropriate skills and competences, it was essential that training was provided to support individuals and their managers through the process.

It was decided that two participative workshop solutions, one for potential applicants and one for managers, would allow the training team to focus on the differing key skills, knowledge and needs of each group. For the managers' workshop, emphasis was placed on supporting applicants through the process. The applicants' workshop covered reviewing core competences, techniques to assist with completing written tests, interview skills, plus a session with previously successful applicants to de-mystify the process. Individual action planning was an integral part of both workshops.

A publicity campaign preceded the workshops, which were delivered to coincide with the announcement of the promotion process. Training staff worked together to plan, organise and deliver sufficient workshops to meet expressed demand across the organisation. Post workshop support was offered to individuals, including presentations by MOD's Career Consultancy Service, one to one sessions with Training Officers and mock interviews.

The workshops were a great success with applicants and managers alike. Evaluation data supported the deliverer's findings that in terms of content and suitability the workshops were well received and effective. The workshops generated a 53% increase in the number of applications from the previous year, increasing the application rate from less than 6% to nearly 9% of eligible staff. To meet the target set for the initiative within the Business Planning process required 20 staff to pass the initial stage and 10 to be successful through the final process - in fact 36 staff actually passed the initial stage and 19 went on to pass the final stage.

Trevor McKinnon, Deputy Director Conduct Discipline and Change, comments: "I consider the Band D workshops to be vital to the future development of the organisation. The workshops have been an acclaimed success, acting as a model of best practice for other parts of the department. In only their first year of operation they have produced impressive results which will act as an encouragement for more people to come forward."

The Ministry of Defence, of which the MOD Guard Service is a part, has taken the Skills Pledge.