The Armed Forces Covenant and the Employer
Description: The Armed Forces Covenant and the Employer Recognition Scheme Cat Suckling- Regional Employer Engagement Director HQ RC RFCAs 1. Highland and Islands 2. Lowland 3. North of England 4. Yorkshire and the Humber 5. North West and the Isle of
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slide1. The Armed Forces Covenant and the Employer Recognition Scheme Cat Suckling- Regional Employer Engagement Director<br>
slide2. HQ RC RFCAs 1. Highland and Islands
2. Lowland
3. North of England
4. Yorkshire and the Humber
5. North West and the Isle of Man
6. Wales
7. West Midlands
8. East Midlands
9. Wessex
10. South East
11. Greater London
12. East Anglia
13. Northern Ireland<br>
slide4. Defence Relationship Management Our Mission Defence Relationship Management (DRM) partners with organisations throughout the UK, helping them understand the value of signing the Armed Forces Covenant and building mutually beneficial partnerships with Defence. It provides support on employing Reservists, veterans, Cadet Force Adult Volunteers and military spouses and improving fairness for the Armed Forces community in the consumer market.
https://www.gov.uk/government/groups/defence-relationship-management<br>
slide5. Who can sign the Armed Forces Covenant? UK businesses
Charities
Professional bodies
Public sector bodies
E.g. NHS trusts, police forces or fire brigades
Local authorities
Covenants signed in WM- 765
Covenants signed across UK- 7415<br>
slide6. Rewards-Benefits Identifies and demonstrates value to businesses from relationship with Armed Forces.
Encourages further development of two-way relationship between Defence and employers.
Promotes openness between employers and employees.
Facilitates support for employees undergoing career change.
Enhances reputation as an organisation and as an employer.
Access to military talent via free to access platforms = reduced recruitment costs
Recruit Staff with a unique work ethic and transferable skills
Fulfilling CSR
Becoming a part of our Armed Forces Community. The power of the network
The Business Case
Veterans Work – Deloitte Report
https://www.veteranswork.org.uk/<br>
slide8. Recruitment support Career Transition Partnership www.ctp.org.uk/ Public funded service supporting veterans and service leavers transitioning to civilian work. Registration for employers https://www.ctp.org.uk/contact-registrations CTP Employer Brochure  Regular Forces Employment Agency https://www.rfea.org.uk/ provides life-long, life-changing support, jobs and training opportunities to service leavers and veterans irrespective of circumstances, rank, length of service, or reason for leaving. Forces Families Jobs https://forcesfamiliesjobs.co.uk/ Website for military spouses and family members Register as an employer https://www.forcesfamiliesjobs.co.uk/recruiter/register/ Contact: employmenttraining@aff.org.uk  Officer’s Association https://www.officersassociation.org.uk/ Recruitment service for officers. Good option for executive, director roles Contact 0207 808 4178 or email recruitment@officersassociation.org.uk  The Poppy Factory https://www.poppyfactory.org Charity supporting veterans with finding work. Contact: Jane Russell- Employability Consultant janer@poppyfactory.org Many other examples of paid for and free services and platforms.<br>
slide9. Recruitment support Build Force www.buildforce.org.uk/ Initiative helping former armed services personnel find rewarding careers in the construction Contact info.buildforce@wilsonjames.co.uk  Sappers Network https://www.sappersnetwork.co.uk/employers/ Royal Engineers' own employment support service network for Service Leavers, Reserves and Veterans of all ranks and trades who seek work. It is free to all. Sappers Network is part of the Royal Engineers Association  Donations are asked for if a candidate sourced through this platform was successful, Contact Fiona Louch on SappersNetwork@RHQRE.CO.UK.  The REME Charity https://remecharity.org/what-is-raja/ Through ‘Reme Association Jobs Agency’- RAJA project, they engage with employers to support Royal Engineers Mechanical Engineers (REME) personnel with career transition, helping employers understand the unique skills, education, ethos of REME personnel. Contact : WO1 Craig Ham on REMERHQ-RAJA-WO@mod.gov.uk<br>
slide10. Additional information- Veterans support www.veteransgateway.org.uk The first point of contact for veterans seeking support Service Leavers Guide https://www.gov.uk/government/publications/service-leavers-pack  Peer mentors are available from organisations in the region for advice on setting up internal military network group, recruitment, HR policies, etc. Please contact wm-reed@rfca.mod.uk for more information.  Useful links Naval Families Federation www.nff.org.uk Army Families Federation www.aff.org.uk Royal Air Forces Families Federation www.raf-ff.org.uk<br>
slide11. Additional information- Reservists Government link Rights and responsibilities for reservists and employers Reservist Employers Toolkit https://www.gov.uk/government/publications/reservist-employers-toolkit/reservist-employer-toolkit Further information documents on employing reserves, mobilisation, finding reserve units and HR documentation available via cloud link  General Information Why having Reservists is good for business- an Employer's guide Royal Navy Reserves Army Reserves Royal Air Force Reserves<br>
slide12. Financial Support to Employer for Reservists Mobilisation You can claim financial assistance to cover:
the cost of a temporary replacement if it’s more than the reservist’s salary (up to £110 a day)
advertising costs and agency fees for finding a replacement
a period of handover and takeover (5 days before and after mobilisation)
75% of the cost of specialist clothing for the replacement (up to £300)
training costs for the replacement (up to £2,000)
overtime, if other employees cover the work
training the reservist needs to carry on their job when they return<br>
slide13. Defence Employer Recognition Scheme The Defence Employer Recognition Scheme (ERS) was launched by Prime Minister David Cameron in July 2014.
The scheme publicly recognises employers’ efforts to support Defence personnel issues, such as employing reservists and veterans, while encouraging others to do the same.
National ERS Bronze Awards- 3120
National ERS Silver Awards - 1123
National ERS Gold Awards - 493 Advocate Support Intent
51 174 489<br>
slide14. ERS Bronze Award Awarded upon signing the Armed Forces Covenant.
Employers must complete an online form.
An email with a banner and logos will be sent out by DRM confirming that the employer has been awarded the ERS Bronze.<br>
slide15. ERS Silver Award criteria Must have signed the Armed Forces Covenant
Must have Bronze AwardÂ
Supportive recruiting and selection process
Employers must employ at least one individual from the Armed Forces Community
Whole organisation should be aware of positive policies towards Defence People issuesÂ
Demonstration support to Reserve mobilisations Â
Providing at least 5 days’ additional leave (paid/unpaid) for Reservists
No negative PR
The employer should provide additional paid leave for Cadet Forces Adult Volunteers (desirable)<br>
slide16. ERS Gold Award criteria Must have signed the Armed Forces Covenant.
They must provide at least 10 days’ additional leave for training, fully paid, to the Reservist employee
Must already be have an ERSÂ Silver Award.
Where possible actively engage with Careers Transition Partnership (CTP) and  Forces Families Jobs (FFJ) as part of recruiting and selection processes.
Must actively ensure that their workforce is aware of their positive policies towards defence people issues.
Must be an exemplar within their market sector, advocating support to defence people issues to partner organisations, suppliers and customers with tangible positive results
Must have demonstrated support to Reservist mobilisations or have a framework in place. The employer must not have been the subject of any negative public relations or media activity
Must have an existing relationship with their DRM Account Manager.<br>
slide17. Gold Award desirable criteria Should employ at least one individual from the armed forces community.
Promote support to Defence People issues through their full range of external communications.
A nomination will be strengthened if support extends across the range of Defence People issues
They should have a declared target for the number of Reservists within their workforce.
They will have hosted a Reserve recruiting event on their premises in partnership with a local Reserve Unit or a Single Service Recruiting Team.
Other than in exceptional circumstances, they should not have appealed a mobilisation.<br>
slide18. Advocacy should be considered in two ways, internal and external; Internal is more pertinent to larger businesses, and includes activities such as creating military networks, publicising reservist/veteran/spousal etc stories on internal communications channels, encouraging staff to join the Reserves by hosting local units for recruitment events and so on. Clearly, such activities are unnecessary in many smaller businesses, where internal communication tends to be informal. Â External advocacy is relevant to all types and sizes of organisation and can include advocating the DP agenda on social media, encouraging partner organisations and suppliers to sign the AFC and engage with ERS, hosting events that promote the AFC, ERS and wider DP agenda, using the AFC and ERS logos on websites, property and so on.<br>
slide19. Gold Award winners – West Midlands Region<br>
slide20. Menu of Benefits Tiered discounts when hiring Defence estate through alternative venues.
RAF College Cranwell: Leadership Course
Defence Academy: Skills Under Pressure
Royal Military Academy Sandhurst: Leadership Challenge
Army Officer Selection Board – Insight Day
Corporate venue discount
Trooping of the Colour
VIP Cosford Airshow
All Gold Award-holding organisations are automatically a member of the Gold Award Association (GAA).
https://ersmenuofbenefits.com/<br>
slide21. Recap- ERS Scheme Advocate Support Intent
51 174 489<br>
slide22. Thank You<br>
slide2. HQ RC RFCAs 1. Highland and Islands
2. Lowland
3. North of England
4. Yorkshire and the Humber
5. North West and the Isle of Man
6. Wales
7. West Midlands
8. East Midlands
9. Wessex
10. South East
11. Greater London
12. East Anglia
13. Northern Ireland<br>
slide4. Defence Relationship Management Our Mission Defence Relationship Management (DRM) partners with organisations throughout the UK, helping them understand the value of signing the Armed Forces Covenant and building mutually beneficial partnerships with Defence. It provides support on employing Reservists, veterans, Cadet Force Adult Volunteers and military spouses and improving fairness for the Armed Forces community in the consumer market.
https://www.gov.uk/government/groups/defence-relationship-management<br>
slide5. Who can sign the Armed Forces Covenant? UK businesses
Charities
Professional bodies
Public sector bodies
E.g. NHS trusts, police forces or fire brigades
Local authorities
Covenants signed in WM- 765
Covenants signed across UK- 7415<br>
slide6. Rewards-Benefits Identifies and demonstrates value to businesses from relationship with Armed Forces.
Encourages further development of two-way relationship between Defence and employers.
Promotes openness between employers and employees.
Facilitates support for employees undergoing career change.
Enhances reputation as an organisation and as an employer.
Access to military talent via free to access platforms = reduced recruitment costs
Recruit Staff with a unique work ethic and transferable skills
Fulfilling CSR
Becoming a part of our Armed Forces Community. The power of the network
The Business Case
Veterans Work – Deloitte Report
https://www.veteranswork.org.uk/<br>
slide8. Recruitment support Career Transition Partnership www.ctp.org.uk/ Public funded service supporting veterans and service leavers transitioning to civilian work. Registration for employers https://www.ctp.org.uk/contact-registrations CTP Employer Brochure  Regular Forces Employment Agency https://www.rfea.org.uk/ provides life-long, life-changing support, jobs and training opportunities to service leavers and veterans irrespective of circumstances, rank, length of service, or reason for leaving. Forces Families Jobs https://forcesfamiliesjobs.co.uk/ Website for military spouses and family members Register as an employer https://www.forcesfamiliesjobs.co.uk/recruiter/register/ Contact: employmenttraining@aff.org.uk  Officer’s Association https://www.officersassociation.org.uk/ Recruitment service for officers. Good option for executive, director roles Contact 0207 808 4178 or email recruitment@officersassociation.org.uk  The Poppy Factory https://www.poppyfactory.org Charity supporting veterans with finding work. Contact: Jane Russell- Employability Consultant janer@poppyfactory.org Many other examples of paid for and free services and platforms.<br>
slide9. Recruitment support Build Force www.buildforce.org.uk/ Initiative helping former armed services personnel find rewarding careers in the construction Contact info.buildforce@wilsonjames.co.uk  Sappers Network https://www.sappersnetwork.co.uk/employers/ Royal Engineers' own employment support service network for Service Leavers, Reserves and Veterans of all ranks and trades who seek work. It is free to all. Sappers Network is part of the Royal Engineers Association  Donations are asked for if a candidate sourced through this platform was successful, Contact Fiona Louch on SappersNetwork@RHQRE.CO.UK.  The REME Charity https://remecharity.org/what-is-raja/ Through ‘Reme Association Jobs Agency’- RAJA project, they engage with employers to support Royal Engineers Mechanical Engineers (REME) personnel with career transition, helping employers understand the unique skills, education, ethos of REME personnel. Contact : WO1 Craig Ham on REMERHQ-RAJA-WO@mod.gov.uk<br>
slide10. Additional information- Veterans support www.veteransgateway.org.uk The first point of contact for veterans seeking support Service Leavers Guide https://www.gov.uk/government/publications/service-leavers-pack  Peer mentors are available from organisations in the region for advice on setting up internal military network group, recruitment, HR policies, etc. Please contact wm-reed@rfca.mod.uk for more information.  Useful links Naval Families Federation www.nff.org.uk Army Families Federation www.aff.org.uk Royal Air Forces Families Federation www.raf-ff.org.uk<br>
slide11. Additional information- Reservists Government link Rights and responsibilities for reservists and employers Reservist Employers Toolkit https://www.gov.uk/government/publications/reservist-employers-toolkit/reservist-employer-toolkit Further information documents on employing reserves, mobilisation, finding reserve units and HR documentation available via cloud link  General Information Why having Reservists is good for business- an Employer's guide Royal Navy Reserves Army Reserves Royal Air Force Reserves<br>
slide12. Financial Support to Employer for Reservists Mobilisation You can claim financial assistance to cover:
the cost of a temporary replacement if it’s more than the reservist’s salary (up to £110 a day)
advertising costs and agency fees for finding a replacement
a period of handover and takeover (5 days before and after mobilisation)
75% of the cost of specialist clothing for the replacement (up to £300)
training costs for the replacement (up to £2,000)
overtime, if other employees cover the work
training the reservist needs to carry on their job when they return<br>
slide13. Defence Employer Recognition Scheme The Defence Employer Recognition Scheme (ERS) was launched by Prime Minister David Cameron in July 2014.
The scheme publicly recognises employers’ efforts to support Defence personnel issues, such as employing reservists and veterans, while encouraging others to do the same.
National ERS Bronze Awards- 3120
National ERS Silver Awards - 1123
National ERS Gold Awards - 493 Advocate Support Intent
51 174 489<br>
slide14. ERS Bronze Award Awarded upon signing the Armed Forces Covenant.
Employers must complete an online form.
An email with a banner and logos will be sent out by DRM confirming that the employer has been awarded the ERS Bronze.<br>
slide15. ERS Silver Award criteria Must have signed the Armed Forces Covenant
Must have Bronze AwardÂ
Supportive recruiting and selection process
Employers must employ at least one individual from the Armed Forces Community
Whole organisation should be aware of positive policies towards Defence People issuesÂ
Demonstration support to Reserve mobilisations Â
Providing at least 5 days’ additional leave (paid/unpaid) for Reservists
No negative PR
The employer should provide additional paid leave for Cadet Forces Adult Volunteers (desirable)<br>
slide16. ERS Gold Award criteria Must have signed the Armed Forces Covenant.
They must provide at least 10 days’ additional leave for training, fully paid, to the Reservist employee
Must already be have an ERSÂ Silver Award.
Where possible actively engage with Careers Transition Partnership (CTP) and  Forces Families Jobs (FFJ) as part of recruiting and selection processes.
Must actively ensure that their workforce is aware of their positive policies towards defence people issues.
Must be an exemplar within their market sector, advocating support to defence people issues to partner organisations, suppliers and customers with tangible positive results
Must have demonstrated support to Reservist mobilisations or have a framework in place. The employer must not have been the subject of any negative public relations or media activity
Must have an existing relationship with their DRM Account Manager.<br>
slide17. Gold Award desirable criteria Should employ at least one individual from the armed forces community.
Promote support to Defence People issues through their full range of external communications.
A nomination will be strengthened if support extends across the range of Defence People issues
They should have a declared target for the number of Reservists within their workforce.
They will have hosted a Reserve recruiting event on their premises in partnership with a local Reserve Unit or a Single Service Recruiting Team.
Other than in exceptional circumstances, they should not have appealed a mobilisation.<br>
slide18. Advocacy should be considered in two ways, internal and external; Internal is more pertinent to larger businesses, and includes activities such as creating military networks, publicising reservist/veteran/spousal etc stories on internal communications channels, encouraging staff to join the Reserves by hosting local units for recruitment events and so on. Clearly, such activities are unnecessary in many smaller businesses, where internal communication tends to be informal. Â External advocacy is relevant to all types and sizes of organisation and can include advocating the DP agenda on social media, encouraging partner organisations and suppliers to sign the AFC and engage with ERS, hosting events that promote the AFC, ERS and wider DP agenda, using the AFC and ERS logos on websites, property and so on.<br>
slide19. Gold Award winners – West Midlands Region<br>
slide20. Menu of Benefits Tiered discounts when hiring Defence estate through alternative venues.
RAF College Cranwell: Leadership Course
Defence Academy: Skills Under Pressure
Royal Military Academy Sandhurst: Leadership Challenge
Army Officer Selection Board – Insight Day
Corporate venue discount
Trooping of the Colour
VIP Cosford Airshow
All Gold Award-holding organisations are automatically a member of the Gold Award Association (GAA).
https://ersmenuofbenefits.com/<br>
slide21. Recap- ERS Scheme Advocate Support Intent
51 174 489<br>
slide22. Thank You<br>