Information Circular No 32/2011 NCO PROMOTION SYSTEM AND CRITERIA

By Deputy General Secretary

Under the Croke Park Agreement PDFORRA committed to review the NCO promotion system and criteria. The review gives PDFORRA the opportunity to make the system more objective and fair – thereby ensuring that the membership have greater control of their own promotion. It also gives the Department and Military Authorities an opportunity to ensure that the promotion system is a merit-based system. The main elements of the proposed system which will run initially over the coming months are as follows.

1. Overall promotions will be to the rank followed by assignment to an appointment.

2. All those who meet the eligibility criteria may take part in the promotion competition. The following are the criteria: 5 years service in the rank (in the first competition this will lowered to 2 years); Recommended as suitable for promotion; Have completed the relevant career course; Have the minimum conduct rating of ‘Good’; Have completed/passed annual medical and fitness test and hold the minimum medical and fitness standard for the competition. The minimum medical and fitness standards are as follows:

Cpl – Sgt

U40 – YY – 11532

O40 – YY – 22532

Sgt – CS/CQMS

U40 – YY – 11534

O40 – YY – 22534

CS/CQMS – BSM/ BQMS

U40 – YY – 22634

O40 – YY – 33634

As a transitional arrangement, for the first two competitions from Sgt to CS/CQMS after the coming into effect of the agreement , the medical and fitness qualifications will be 22634 (under 40) and 33634 (over 40).

3. Those eligible will apply for promotion and will be interviewed by an interview board using a competency based system which will be based on file assessment and interview. A number interview boards will be established for promotion to the rank of Sergeant, at least one each for promotion to the ranks including Technicians (Group 3 and higher) and one each for each senior NCO rank. Competitions will also take place in the Naval Service.

The interview boards will be composed of two officers, an external (nominated by the Public Appointments Service and approved by the Minister) civilian and a senior NCO (with the exception of the BQMS and RSM Boards). Those taking part on the boards will undergo training on assessment and interview through the competency based system.

4. Competencies represent the skills, abilities or personal attributes which form the basis of effective performance ie, they represent what people need to be able to do and how they need to behave in order to be effective. The competencies and associated marking system for the File Assessment is as follows:

Cpl – Sgt

Sgt – CS/CQMS

CS/CQMS-

BSM/BQMS

Competency

 

Leadership

20

20

20

Teamwork

20

20

20

Planning and Organising

10

20

20

Motivation

20

10

10

Military Experience/ Engagement

Home 30

O/Seas 30

25

25

20

20

Decision Making and Problem Solving

10

Decision Making and Problem Solving

20

Overall Performance Assesssment

10

10

10

Total

140

140

140

The competencies and associated marking system for the interview assessment is as follows:

Cpl – Sgt

Sgt – CS/CQMS

Cs/CQMS-

BSM/BQMS

Competency

 

Leadership

10

15

15

Teamwork

10

10

10

Planning and Organising

10

10

15

Motivation

10

10

10

Military Experience/Engagement

10

10

15

Communications

10

10

15

Decision Making/Problem Solving

10

Decision Making/Problem Solving

15

Total

60

75

95

5.  The definitions for each competency are as follows:

Leadership: The process of influencing and directing others to accomplish the mission by providing purpose, direction and motivation.

Teamwork: Working actively with colleagues in a supportive and collaborative way.

Planning and Organising: Is able to plan, prioritise and organise people and other resources.

Motivation: Developing oneself and others, achieving results and setting high personal standards.

Military Experience and Engagement: Has performed effectively in a range of appointments overseas, at home and on courses.

Communications: Demonstrates effective verbal, written and listening communication skills.

Decision Making and Problem Solving: Carefully analyses problems and break them into component parts in order to devise solutions.

Each competency has associated indicators eg Leadership:

1.  Takes responsibility for situations or others.

2.  Effectively leads others and maintains high standards of discipline and morale.

3.  Is trusted by others, confidently stating their own position and can delegate to or co-ordinate others.

4. Provides motivation, purpose and direction to those under their command.

5. Actively seeks responsibility in all situations.

6. Understands and is committed to high standards of personal integrity and ethical behaviour in all situations.

7. Candidates will be listed in order of merit centrally (interleafing the results from different boards if necessary) and will then be placed on formation boards where they have indicated they are interested in promotion.  Candidates on Formation Order of Merit lists will be offered vacant appointments in order of merit – subject to holding the particular appointments essential qualifications.

The essential qualifications for particular appointments will be published centrally and will not include desirable qualifications.

8. Offers will be accepted in writing. If a vacant appointment is rejected no further offers will be advanced for that location. Successful candidates must commit to being volunteers for overseas service.


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