Careers | CivvyStreet Magazine

Britain ‘s forests and woodlands provide employment for a wide variety of people – from rangers and foresters to machine operators and engineers. What opportunit ies could they hold for you?

The forestry sector is changing. Whereas once it was all about growing trees for timber, nowadays we recognise that the nation’s forests and woodlands provide a varied range of benefits for people and the environment. As the Royal Forestry Society put it: “Timber production still underpins forestry practices but at all levels the forestry staff’s remit is broader than ever. Woods and forests are managed to offer multiple benefits for people, wildlife and the environment in general. They can provide havens for wildlife, screening and landscape enhancement, air filters and carbon sinks and cater for many types of recreation.”

So who is responsible for managing these natural resources? According to Lantra – the Sector Skills Council for the environmental and land-based sector – the UK trees and timber industry is made up of around 6,200 businesses employing a total of 31,300 people. Many of these workers are self-employed contractors; others work for private estates, forest management companies, timber harvesting businesses and the wood processing industry. Around 3,000 people work for the Forestry Commission – the government department responsible for protecting and expanding Britain’s forests and woodlands – which is made up of three separate administrations in England, Scotland and Wales.

CAREERS IN THE FOREST
In the 21st century, the forestry sector needs workers with a diverse range of skills. Mechanics and engineers are required to maintain vehicles and the equipment that is used to fell and harvest trees, and machine operators and drivers are needed to operate them. There are also opportunities for civil engineers, surveyors, scientists and administrative staff, as well as the trained foresters and rangers who specialise in protecting and managing the forest environment.

Foresters are responsible for the planning, planting, management and maintenance of forests. This is a profession that provides opportunities at various levels: while forest managers are expected to have a university degree or equivalent, forestry workers and craftspeople do not necessarily need any academic qualifications. Their job typically involves planting trees, building roads, repairing fences and harvesting timber, although the role can vary depending on employer and location. Many people working at this level are self-employed. They are often supervised by foremen or forestry supervisors, who ensure that forest managers’ instructions are efficiently and accurately carried out.

Another job that provides hands-on outdoor-based opportunities is rangering. Broadly speaking, the ranger’s task is to protect forests and woodlands, but individual rangers’ jobs can vary – from wildlife rangers who conserve endangered species and control pests (erecting fences or shooting deer, for example), to community rangers and education rangers, who teach the public about the forest and promote interaction.

Stephen Gray is an HR Manager at the Forestry Commission and told us that his organization is increasingly looking for people with community and education experience, as forestry becomes less concentrated on the timber industry and more concerned with opening woods up for people to enjoy.

FINDING THE RIGHT OPPORTUNITY
It’s q uite common for people with an interest in forestry to enter the profession at ranger level but, as Stephen explains, these jobs are in high demand and so it can be helpful to gain work experience first: “We very often see people who start as volunteers – either with the Commission or another organisation – and from there go on to get a seasonal job and then a full-time job. That won’t necessarily suit someone coming from the military, because you may not want to have to work for six months as a volunteer. But don’t be put off applying for this sort of employment. We’re always looking for people who are good at working in teams, and that’s obviously the way in the military. We also look for people who are leaders.

“Our average job specification would cover things like problem solving, customer relations and the ability to represent your organisation. Once again, that’s something that people with a military background would be good at.”

Some forest-based careers require very specific qualifications – for example, mechanical engineers will usually be expected to have a BTEC, S/NVQ or equivalent – but the Forestry Commission recruits at varying levels: “We recruit experienced professionals but we also take on apprentices. If someone’s done three or four years in the military and wants to move into something else, an apprenticeship might be for them.”

EARNING A LIVING
As in any sector, salaries in forestry vary according to experience and the responsibilities you’re expected to take on. There can also be variation between the public and private sector but, as a guide, rangers might expect to earn between £12k and £18k a year, while a mechanic could earn £16-£18k and a workshop foreman £18-£24k – a similar salary to a professional forester.

One area of this industry that’s currently offering good money is harvesting. The private forestry sector is experiencing a shortage of people with the skills to operate harvesting and forwarding machines and, as a result, this is a job that can command a rewarding salary. So if you’re interested in applying your Forces-honed machine operation skills in a civilian setting, you might want to look into the opportunities here.

With all the different jobs on offer, it’s worth giv ing some thought as to whether a forest- based career could be for you – what ever your previous experience. If you’re looking for a job that will give you the satisfaction of knowing that you’re helping other people and the environment, then you could do a lot worse. Britain’s forests are pretty amazing places.

FURTHER INFORMATION

Arboricultural Association
01794 368 717
www.trees.org.uk

Confederation of Forest Industries
0131 524 8080
www.confor.org.uk

Forestry Commission
0845 3673787
www.forestry.gov.uk

Institute of Chartered Foresters
0131 225 2705
www.charteredforesters.org

Lantra
024 7669 6996
www.lantra.co.uk

Royal Forestry Society
01442 822028
www.rfs.org.uk

Royal Scottish Forestry Society
01387 371518
www.rsfs.org.uk

Thinking about a new career which gives you the freedom of being your own boss, allied with a support network of people with good business acumen? Franchising could be exactly what you’re looking for!

Self-discipline, motivation and a strong ability to work on your own initiative are all admirable attributes developed during your time in the services. In civvy street, they could make all the difference if you choose to become your own boss. Self employment, however, is not without big financial risks; if you find the idea of starting a business from scratch daunting, why not consider taking on a franchise?

WHAT IS FRANCHISING?
Generally speaking, franchising involves running a business under the name of an established company. You pay an initial fee to use the brand name and or trademark of an established business, and run your own outlet in a particular area. It is often said that franchising is running your own business, but not on your own.

The technical definition of Franchising, provided by the British Franchise Association (BFA), is ‘the granting of a license by one person (the franchisor) to another (the franchisee), which entitles the franchisee to trade under the trade mark/trade name of the franchisor and to make use of an entire package, comprising all the elements necessary to establish a previously untrained person in the business and to run it with continual assistance’.

The finer details and terms and conditions of each contract between franchisee and franchisor will vary from one company to the next, but the general principles will be the same.

HOW DO I KNOW IF FRANCHISING IS RIGHT FOR ME?
It is a big investment of not only money, but also time and often hard graft, so it’s worth asking yourself: ‘Is this for me?’ Firstly, take into consideration your own personal qualities; a background in the armed forces will have taught you some very valuable skills and qualities, many of which are deemed essential in a successful franchisee. We’re talking about qualities such as self-discipline, determination, organisation, motivation, drive and self-belief (which is not to be confused with bull headedness!).

All said and done, as a franchisee, you must be realistic; it is often the case that franchisees risk their homes, savings and relationships by investing unrealistically in particular businesses. Being consumed by dreams of becoming successful business owners can make people do some pretty irresponsible things with their funding; the secret is to err on the side of caution and do your homework before you commit!

This will definitely involve looking at your own current financial commitments, as well as your financial expectations and your personal qualities. You should also look at the accounts and projections of the franchisor. Then, and only then, can you make realistic judgements about a franchise that will suit you.

You should be realistic about the kinds of business that will suit you – do you really want to be selling furniture, offering reprographic services, selling burgers, etc – and take the time to find out what’s involved in different business ventures. Ideally, the best people to ask are existing franchisees!

If you have the determination and self-discipline to put in the work, and are willing both to learn a lot and give it at least 110%, you’re one step closer to being a successful franchisee!

WHAT TYPE OF FRANCHISE?
When you’ve thought about your own skills and decided that you can do it, you have to go about choosing a suitable franchise.

Your first port of call should be to consult the British Franchise Association (BFA). As the only independent accreditation body and membership organisation for franchising within the UK, they are not only able to offer invaluable information and a wealth of expert advice, but can provide you with the contact details for hundreds of franchisors who have agreed to stringent codes of ethics.

BFA Members are accredited against a wide set of criteria, based on the European Code of Franchising Ethics, to ensure they are: ethical and operating with a comprehensive franchise agreement; viable and franchisable with a strong product or service proven by substantial successful franchisees; disclosed – members are obliged to disclose their financial records, financial projections and the identity of their franchisees.

Some franchisors will have a limit to the number of businesses they will sell in one area, so you may be disappointed if your first choice is not available and you are not willing to relocate; to avoid total disappointment, have a shortlist of at least six options in mind and research them all fully before approaching any of them.

Many people make the mistake of selecting the first franchise they hear about, or a franchisor that takes their money with little discussion; don’t make the same mistake and jump in both feet first. Take time to find out the facts. For some starting ideas, have a look at our list.

HOW MUCH DOES IT COST?
Franchises can cost as little as £5,000 for a small home-run business (or one which is based mainly from a vehicle, such as a mobile car valet service) up to as much as £250,000 for a well-known, established and clearly very lucrative business, such as one of the many large fast-food restaurants.

While you may wish to invest the lump sum received when you leave the forces, remember that you can always borrow from a bank or building society instead. Be wary, however, of borrowing more than you can pay back!

It’s definitely worth speaking to the BFA before you make your decisions; not only do they have lots of general information, they also have the contact details for all major franchisors.

There are also a variety of franchising exhibitions running across the UK throughout the year, which gives you the opportunity to meet other prospective franchisees, talk to successful franchisees and look at the various franchises that are on offer.

You can also contact franchisors directly to find out what they offer in terms of contracts, training and how much it would cost to get started. Alternatively, you can contact Business advisers, Accountants, Solicitors and Trade Associations who may be able to provide you with some basic information as a franchisee.

If all the things to look out for sound daunting, they should; most franchisees began by investing a lot of money as well as their lives into a franchise, yet franchising can be a lucrative business venture if you have the determination to make it work and are sensible enough to think it through thoroughly. Just think; being your own boss, making a profit and putting your name to a successful business could be closer than you think!

John Franklin is one person who has made a success of franchising. Having ventured into the recruitment industry by opening Select Appointments’ Liverpool office in 1998, he now owns two of Select’s most successful franchises and is looking to take on a third.

John wanted to invest in a company that was able and willing to offer support and advice when it was needed. “It was important to me that the company I bought into was based on integrity and a solid business model. Within Select, the franchise offices are pulled together and operate as part of the overall business plan and strategy. The franchises aren’t simply a spin off to the central company.”

The support structure offered by Select proved vital for John during the initial stages of his business start-up. “Not only was there someone at the end of the phone when I needed advice, the knowledge that I wasn’t alone in the venture was invaluable,” he says.

“The support from Select was always there, as well as training when I needed it and the ability to speak to other people who had been in the same boat. The most important factor was the constant reassurance from people who had seen it all before, that I wasn’t doing anything fundamentally wrong during the toughest times.”

“Essentially, Select proved to be a company that I could relate to and work with. A long-term relationship with the franchisor is vital, if a franchise venture is to success,” he continues. “If you are willing to put in the work and commitment and the franchisor offers the right level of support, the potential for great reward and job satisfaction is certainly there.”

Anyone interested in joining him as a Select franchisee should contact Debbie Smith at debbie.smith@select.co.uk or call on 07960 241684

After 25 years of life in the RAF, ex-Wing Commander Paul Voltzenlogel faced civvy street with a clear idea of what he wanted to do next; he was very keen to work for himself.

His first step was to visit a franchise exhibition to find out detailed information about franchising and how to go about it. While he was there, he looked at some of the franchises that were exhibiting, focusing on those which most closely matched his criteria. He wanted a business that would provide variety, a reasonable living for the family and a good return on the initial investment. He also wanted some flexibility in his working life which would enable him to spend more time with his children.

In all, Paul took a year to research franchising. He narrowed his choice down to three franchises before choosing Mail Boxes Etc.

“I expected that the business would start modestly and grow steadily but I’m delighted to say that our rate of growth has been much faster than predicted,” Paul commented. “All the services we offer are extremely popular and our reputation is growing all the time, bringing in more customers. In fact, things are going so well that I’m seriously considering taking on another centre.” It’s definitely worth speaking to the BFA before you make your decisions; not only do they have lots of general information, they also have the contact details for all major franchisors.

FURTHER INFORMATION

British Franchise Association
Tel: 01491 578 080
www.british-franchise.org

Health and safety are increasingly impor tant issues in HM Armed Forces; can that become the basis for a successful civilian career?

“Accidents were once thought of as acts of God, who moves in mysterious ways, or, in a secular age, bad luck,” according to John Adams, a professor at University College London. “With the help of a good lawyer, however, it is increasingly possible to transform almost any stroke of bad luck into culpable negligence.”

Which is why, of course, health and safety is often in the news. But it’s not always because an incident has actually occurred . It seems that a growing number of people and organizations are opting for a “better safe than sorry” approach to any perceived risks, fearful of the UK’s growing compensation culture. For example, there was the Carlisle headteacher who provided industrial safety goggles for children playing conkers, or the school which banned the game altogether in case the conkers triggered pupil’s nut allergies.

According to Neil Budworth, President of the Institution of Occupational Safety and Health (IOSH), such “conkers bonkers” stories in the press all too easily trivialize the true importance of health and safety in the workplace – which is the prevention of death and injury. According to the Health and Safety Executive (HSE), 212 people were killed at work in the UK during 2005/06 – the latest in a year-on-year trend of falling figures, but still 212 bereaved families too many. On top of that, an estimated seven million working days were lost to the UK economy due to workplace injuries in 2004/05 (the most recent data available at the time of writing).

HEALTH & SAFETY IN THE UK
In the UK, the largest single employer in the sector is the Health and Safety Executive (HSE), a government agency which is responsible for the implementation and enforcement of health and safety legislation. That said, responsibility for a lot of the inspections that take place across the UK is held by local authorities – the other main public sector employers of health and safety personnel (employing on average around 10 staff). Both the HSE and local authorities work on behalf of the Health & Safety Commission (HSC), which proposes new or updated laws and standards, and provides information and advice on health and safety matters to employers and members of the public. Health and safety professionals are also employed by large private companies and organizations; the likes of Sellafield, for instance, will employ hundreds of safety practitioners.

The Institution of Occupational Safety and Health (IOSH) is the professional body for health and safety practitioners, setting appropriate standards for its members and recognizing qualifications issued by universities and other bodies. Membership of IOSH (which currently stands at around 30,000) is seen as essential evidence of an individual’s competence and qualifications within the industry; indeed, when it comes to being “in the know” about the sector, it’s worth joining as an Affiliate even if you don’t yet have the necessary qualifications to join the IOSH at any other level – these range from Technician Member (a Level 3 accredited health and safety qualification plus five years’ experience) right up to Chartered Member and Chartered Fellow (level 4 with professional peer approval of continuing professional development). The National Examination Board in Occupational Safety and Health (NEBOSH) is a n independent body that awards IOSH-recognized health and safety qualifications.

Although an organization such as the HSE also employs scientists, doctors, solicitors, journalists, economists, statisticians and administrators, the bulk of its work is carried out by its many health and safety inspectors who – as the title suggests – inspect and investigate health and safety issues in the widest range of occupations, from the constr uction industry to farms. Their day-to-day work may vary, depending on their exact specialism, but will usually involve visiting various businesses where they will examine ways to improve health and safety standards; investigate accidents and official complaints; check equipment and working environments; confirm compliance with current health and safety legislation; work out with managers and operators the best way to minimise risks without unnecessarily harming production; and write up reports.

HEALTH AND SAFETY AND HM ARMED FORCES
By definition, life in any of HM Armed Forces is not without risk. Even when they’re not on active service, military personnel will potentially work at least some of the time either in hazardous locations or with dangerous equipment. Half of the 158 regular forces fatalities recorded during 2005 were the result of accidents, with the most common factor in all fatalities being moving vehicles. As with any employer, the Services have a duty of care, and this has led to an increased emphasis on health and safety. Indeed, it is now recognized that the Services provide plenty of opportunities for Forces personnel to earn highly useful health and safety qualifications (such as N/SVQs or NEBOSH awards) both during their active Service career and during the Resettlement period.

According to the IOSH’s Hazel Harvey, a career in health and safety can be particularly suitable for Service leavers in one respect. “Health and safety is very much a second career for people,” she says. “Lots of folks coming out of the Forces at a mature age are actually of the age profile that many health and safety employers look for. Certainly the HSE tends to recruit from other professions and then train people.” That said, the HSE does not normally recruit anyone who is not a graduate.

Characteristics health and safety inspectors need to possess include problem-solving abilities, strong written and verbal communication skills, resilience and confidence, and physical fitness and agility – all attributes that most Service leavers are likely to possess. It’s also fairly certain that someone with military experience will not shirk at some of the features of the job, which, while largely office-based, nevertheless involves a lot of travelling to visit workplaces, which can be noisy, dirty, smelly and stressful. Working hours may also need to stretch beyond the nominal nine to five – and it may well be necessary to work away from home.

PAY & PROSPECTS
Thanks to legislative changes, such as The Management of Health and Safety at Work Regulations 1999, employment in the health and safety sector is growing – indeed, the IOSH has seen its membership rise significantly year-on-year in recent years. This is undoubtedly assisted by the increased responsibilities on employers to ensure the employment of ‘competent’ health & safety staff. There remains, however, strong competition for available posts.

Salaries in the sector range from £13k to £50k, depending upon experience, location and type of company or organization. Trainee inspectors in the HSE begin at £20.5k, although salaries for experienced staff (who have completed the two-year HSE training programme and have up to five years’ experience) can range between £24.8k and £36k. Staff at senior levels can earn up to £46.7k within the HSE, although other public sector employers may pay less. Self-employed consultants can earn hourly rates of between £15 and £50, depending on experience, reputation and client, although it has to be said that such freelance opportunities are rare.

QUALIFICATIONS
Health and safety is a profession that requires qualifications, along with demonstrable knowledge and experience. It is possible to obtain degrees in health and safety, but this isn’t necessary in order to find employment, as Hazel Harvey explains: “We will accept an NVQ Level 4, and there are a couple of awarding bodies – the British Safety Council and NEBOSH – who offer diplomas at that level. Often a starting point for careers is a Level 3 standard; the most common of these, and certainly one which the Forces tend to use, is a NEBOSH general certificate.”

N/SVQs at Levels 3 and 4 in Occupational Health and Safety Practice are recognised by IOSH as meeting its academic requirement for Graduate Membership, and take about a year to complete. Alternatively, a wide range of engineering or technical degrees, HNDs, HNCs, NDs, and NCs can provide a good background for health and safety. Some institutions offer their courses by distance learning.

Anyone wanting to become a health and safety inspector will need to show evidence of being able to understand legal matters, and to apply legislative standards to practical situations. An ability to correctly use appropriate measurement instruments and to stay up-to-date with current and future developments in the field is also important.

SAFETY MATTERS
Health and safety can provide a challenging and worthwhile career that helps save lives and prevent injury – it’s certainly about much more than just being bonkers about conkers.

FURTHER INFORMATION

Health and Safety Executive
Infoline: 08453 450055
www.hse.gov.uk

Institution of Occupational Safety and Health (IOSH)
0116 257 3100
www.iosh.co.uk

NEBOSH
0116 263 4700
www.nebosh.org.uk

How much career potential is there for helicopter pilots and engineers in civvy street?

We live in a 21st century that’s very different from the one promised to us in science fiction books and films – no personal jet packs, no space holidays and no hover cars that could fly us from A to B without the need for long runways.

But at least in the latter case we do have a real 21st century alternative. Like those fabled hover cars, helicopters can take off from or land on isolated or confined areas, and they are now becoming increasingly common as taxis for big business.

Thanks to significant growth in usage over the last few decades – by the offshore petroleum industry, in search and rescue missions, for medical evacuation and as airborne police observation platforms – the UK’s civilian helicopter fleet is now one of the largest in the world, outnumbering the several hundred craft currently operated by HM Armed Forces as either transporters or observation/weapon platforms. And, because of the expertise and experience gained in the Armed Forces, there is much demand for helicopter pilots and engineers/mechanics from the RAF, the
Royal Navy’s Fleet Air Arm and the Army Air Corps.

GETTING IN: PILOTS
All helicopter pilots in the UK must hold a licence that’s acceptable to the UK Civil Aviation Authority, such as one issued in accordance with the requirements of the Joint Aviation Authorities (JAA), the inter-governmental body which represents the civil aviation regulatory authorities of 42 European states, including the CAA which issues all JAA licences within the UK. Part of the JAA’s work is the development and implementation of common safety regulatory standards and procedures to ensure a level playing field in the industry across the continent – in theory, this should mean that licensed pilots will be able to work across Europe, although this has yet to be seen in practice.

It used to be very easy for pilots to translate their military experience and skills into a civilian flying licence, but changes made over the last 10 to 15 years – between the CAA and the Armed Forces themselves – mean that military qualifications are no longer recognised in the civilian sphere. “The civilian world has become rather different to the military world, and it’s highly regulated,” says Captain Derek Jones, an experienced helicopter instructor and examiner with HJS Helicopters. “People leaving the Forces need to get civilian licences – preferably while they are in the Forces and still have exemptions from some of the examinations or flying hour requirements.”

Military pilots can gain many exemptions to the standard CAA-approved training if they have completed 2,000 flying hours in charge of a twin-crewed helicopter. Increasingly, however, they will need to have a civilian instrument rating which is not a qualification offered within existing military training, according to Captain Jones. “The two systems don’t really join up,” he says, “but companies are becoming increasingly reluctant to take people unless they have instrument ratings.”

At the moment, the CAA recommends that Service leavers with helicopter flying experience contact their Personnel Licensing Department for advice on how they can gain the appropriate CAA-issued licence.

PILOT LICENCES
There are currently three forms of pilot’s licence recognised by the JAA:

The Private Pilot’s Licence – PPL(H) – allows you to fly yourself and anyone else for purely private, non-commercial purposes, and can act as a stepping stone towards commercial flying. To earn a PPL(H) you will need to fly a minimum of 45 flight hours, gained under instruction and flying solo, as well as completing exams in related subjects and passing an aviation medical. A PPL(H) is valid only for the particular types or group of helicopter types marked on the licence; to fly another type you will need to complete a conversion course usually involving at least five flying hours. Once you have gained your PPL(H) you are expected to fly a minimum of two hours for each helicopter type every year to keep your skills up to date, as well as pass an annual proficiency test.

A Commercial Pilot’s Licence – CPL(H) – is the standard professional qualification, and can be acquired through either a ‘modular’ upgrade from a PPL(H) or an ‘integrated’ course starting from scratch. Modular students are expected to build up at least 155 hours’ total helicopter flight time including at least 50 hours as pilot (although there may be exceptions if you have 2,000 flying hours from the Armed Forces) along with at least 500 hours of study in the likes of aviation law, communications, meteorology, human performance, navigation, operational procedures, flight performance and planning, and instruments and electronics.

At the end of the course, student pilots will sit nine different commercial pilot examinations; if successful they will then commence a 35-hour ‘Commercial Flying’ course and undertake a commercial pilot skill test with a CAA examiner before their CPL(H) can be issued. Integrated courses undertaken at JAA-approved integrated Flight Training Organisations (FTOs) combine aspects of flying and theoretical learning into one course from which student pilots emerge with their CPL(H); they usually take around a year at specialist aviation colleges, during which time students will match the training and coursework of their modular peers.

The third JAA-recognised licence is the Airline Transport Pilot’s Licence – ATPL(H) – which requires at least 1,000 hours’ flight experience (including 250 hours as pilot) as well as a valid instrument rating from completing at least 70 hours of instrument flight. It is required for pilots flying
twin-engined, two-crewed helicopters. A modular route for those already possessing a CPL(H) is available.

All training must be run by CAA-recognised flight training organisations from
CAA-registered training facilities. Registered training facilities (RTFs) can charge between £175 and £280 per flying hour, meaning a PPL(H) alone can cost upwards of £10k – and that’s not including the fees levied by the CAA for medical certificates, flight skill tests, examinations and licences. For this reason, modular training is popular since it can be conducted at an individual’s pace, full or part-time. Unless you have sufficient flying hours from your time in the Armed Forces, completing a CPL(H) course from scratch is likely to put you back by anything up to £45k and you will almost certainly have to stump up the cash yourself through savings or taking out a career development loan. Commercial sponsorship is increasingly a thing of the past.

GETTING IN: ENGINEERS/MECHANICS
Helicopter engineering is a world that’s as fast-moving as those rotating blades, and demands both technical skill and professional knowledge. The current upturn in the scale of the oil and gas industry, leading to increased use of helicopters, is not just good news for pilots; there’s no point in having a helicopter if there’s no one to maintain it to the high standards now demanded by international law.

According to the British Helicopter Advisory Board there is no formal nationally recognised Licensed Engineer training scheme, but many companies engaged in helicopter maintenance do run apprenticeships or other training schemes enabling engineers to obtain the appropriate CAA-issued qualifications – although it will be up to the companies themselves to determine the level at which you enter their programmes. You will be expected to complete any modules that can fill in gaps in your training. “The one thing to be aware of is that, in the military, people tend to be single skilled,” says Captain Jones. “They do engines or they do airframes. In the civilian world there tends to be a requirement for more multi-skilling, mainly because there’s a much smaller number of engineers.” CAA licences state which groups of helicopter you are authorised to work on; the more groups on your licence, the better your potential employability.

PAY AND PROSPECTS
There is no set income for helicopter pilots; salaries are usually determined by the type of work being done. Newly qualified helicopter pilots in a commercial role can earn around £25k; helicopter pilots who captain passenger-carrying craft may earn between £45k and £60k a year. Qualified engineers can begin on roughly £25k, but experience and rank as a chief engineer can raise incomes beyond £40k.

Worldwide, the biggest civilian employers of helicopter pilots are involved with offshore oil and gas operations in locations such as the North Sea and the Gulf of Mexico; the scale of operations needed to safely fetch and carry supplies and personnel to and from offshore platforms is comparable with commercial airlines. The often-challenging weather conditions found over the North Sea have encouraged the use of medium or large twin-engine helicopters carrying up to 19 passengers, although smaller helicopters are often used elsewhere.

Career prospects do fluctuate from year to year, but thanks to the current buoyant petrochemical market (which is encouraging renewed exploitation of oil and fields in the North Sea), career prospects are better now than they’ve been for years. Indeed, the UK Offshore Operators’ Association has recognised a growing shortage of suitably qualified pilots and engineers in the industry; as a result, experienced personnel can pick and choose job offers from employers who are increasingly eager to attract and retain their services and are offering increased salaries and improved working conditions. It is also promising for those entering the sector; many companies operating in the North Sea arena are willing to take on people at the formative stage of their careers, and are hiring newly qualified pilots in co-pilot positions, sometimes with less than 500 flying hours’ experience behind them. Outside of the petrochemical sector there are also opportunities in charter companies, police operations, and air ambulance services – although these are often well suited to ex-Service personnel, the number of available posts is small in comparison with the oil industry.

FLYING HIGH
The expense of pilot and engineering training (particularly when starting from scratch) led many companies to cut back on both during the 1990s. But with the current boom in North Sea operations, Service leavers who can enter the job market with experience of either helicopter piloting or engineering will be able to fly high in the civilian job market.

FURTHER INFORMATION

British Helicopter Advisory Board
01276 856 100
www.bhab.org

Civil Aviation Authority Personnel Licensing Department
01293 573 700
www.caa.co.uk

UK Offshore Operators’ Association
020 7802 2400
www.ukooa.co.uk

The Hospitality Sector remains amongst the biggest in the UK, but is often tarnished by a reputation for short-term contracts and high staff turnover. How can you have long-term success in the Hotel trade?

When you think of hotels, do you picture the frantic chaos of Fawlty Towers or the sexy gloss of recent BBC television series Hotel Babylon? Well, regardless of the truth that inspired both, the fact is that the UK’s hotel sector offers excellent opportunities for Armed Forces personnel looking for a civilian career that matches their abilities and experience.

THE HOTEL SECTOR
According to People 1st – the Sector Skills Council for the hospitality, leisure, travel and tourism industries – there may well be up to 30,000 establishments in the UK’s Hotel sector, ranging from the smallest budget hotels and privately run B&Bs to the grandest five-star hotels owned by multinational corporations. However, despite staffing levels and overall annual turnover remaining fairly constant at – respectively – some 247,100 people and over £10 billion, there has been a 6% drop in the overall number of establishments in the last five years – in contrast to other hospitality sectors such as restaurants, which saw a 16% increase in its workforce over the same period. Not that this drop is uniform across the sector: over there has been a 16% increase in hotels employing between 50 and 199 people, suggesting the increased success of medium-sized establishments at the expense of larger or smaller accommodation providers.

It is currently estimated that the UK Hotel sector employs some 247,100 people, 59% of whom are women, and 7% are foreign nationals (although this latter figure is subject to significant regional variation, particularly in London). Much of the workforce are also young (38% are aged 16 to 24), although 18% are over the age of 50. Some 61% of people in the sector are full-time employees, with nearly half of all staff working in ‘elementary’ occupations such as waiting, cleaning and bar work. Only 34% of staff have NVQ Level 3 or above; that said, the percentage of the Hotel workforce currently undergoing some job-related training – at 27% – is only one point down on the average across the whole UK workforce.

The Whitbread Hotel Group – which owns the Marriott and Premier Travel Inn chains – is the UK’s largest player in the UK, both in the number of hotels (505) and available rooms (37,148); this is significantly ahead of either InterContinental Hotels Group, owners of InterContinental, Crowne Plaza, Holiday Inn and Express by Holiday Inn chains (204 hotels; 29,053 rooms) and Hilton International (78 hotels; 16,044 rooms). Only 3% of those working in the industry are self-employed, suggesting it is not necessarily an industry for those wanting to be their own boss.

Although the Hotel sector is not growing to the extent of other sectors in the Hospitality, Leisure, Travel and Tourism industries, People 1st believes it shares the problem of potential growth being “hampered by ongoing recruitment problems”, although the degree of this varies across the UK – 11% of employers in England are reporting they have hard-to-fill vacancies, while in Scotland this figure rises to 40%. Invariably, a lack of required skills – both technical and practical – is said to be the main reason employers are having difficulty filling available positions, with even many current staff lacking the full skills required; while some 60% of employers in England and Scotland do provide staff training (43% in Wales), all this implies that individuals with both skills and experience in the Hotel sector will have far greater choice when it comes to finding employment.

HAVE PREVIOUS EXPERIENCE?
Because each of the Armed Forces has its own dedicated hospitality and catering staff – highly trained cooks who produce a wide range of meals, often under very difficult conditions; and mess managers, waiters and bar staff who manage what are effectively hotels – it is entirely possible that you will already have a real understanding of – and a real interest in – working in the hotel sector. Particularly if you’ve risen to become a PMC (President of the Mess Committee) or have some other supervisory appointment within the Services Mess system, you will not only have front-of-house experience of dealing with ‘customers’, but also the more general hospitality responsibilities – ordering of supplies and dealing with suppliers, the management of stockrooms, the preparation of rooms for special functions and the management of overall finances.

In recent years, many of the the Forces caterers and hospitality staff will increasingly deal with service providers contacted from outside; you may well have worked alongside your civilian counterparts, and so already have some understanding of the industry. You may also have chosen to gain professional qualifications in hospitality and the licensed retailing while still in the Forces, through distance learning.

CAREER ROUTES
Even if you don’t have previous hospitality experience, you can benefit from the people-focused nature of the sector; it’s an industry that recognises and rewards hard work, ability and a willingness to learn new skills. Although moving from one company to another isn’t uncommon, larger hotel chains in particular prefer to promote experienced staff from within their own organisations, although of course talented new blood is also welcome.

There are currently three main career routes in the hospitality industry:

Vocational: that is, getting into the hotel sector and learning whilst on the job. Large hotel groups will have their own training schemes through which you can gain new skills and they gain better skilled and performing staff. For instance, Jarvis Hotels not only runs its own national training programme (with courses ranging from customer care, food hygiene and first aid to IT, health & safety and management) but also encourages staff to consider external study (at all levels from NVQs and apprenticeships to specialist hotel and catering qualifications); currently, over two thirds of its hotels are accredited to the GovernmentÕs Investors In People (IiP) scheme.

Training programme run by a local college or training company; this is a particularly popular route in Northern Ireland, where relatively few employers organise their own training, and combines class-based learning with practical ‘on the job’ training.

Full-time college or university programme; these are particularly suited for those looking to move quickly into managerial or supervisory roles, which require HND/HNC, HCIMA (Hotel & Catering International Management Association) or degree level qualifications.

Almost two in five (38%) employees in the Hotel sector have either no qualifications at all or just entry level NVQ Level 1. That said, it can be difficult to quantify exactly how many of the existing qualifications are relevant to core occupations (ie, those that directly deliver the a hotel’s services) within the industry. While there are 143 hospitality and catering qualifications accredited by the Qualifications and Curriculum Authority (QCA), only 29 of these (also accredited by the Scottish Qualifications Agency) are particularly relevant to the Hotel sector, covering: Reception; Residential Services; Housekeeping; Front Office Management; Front Office Supervision; Guest Service; Accommodation Supervision; and Porter Service.

PAY
Income clearly varies across the sector, depending on the size and overall turnover of the businesses. For those working in larger companies, however: waiters / bar staff £10K to £12K; trainee and assistant managers £13K to £18K, and managers £19K – £40K.

IS THE HOTEL SECTOR FOR YOU?
Hotels are, as we’ve already said, people-focused businesses. It’s therefore important that you’re the kind of person who not only wants to help other people, but also enjoys working with them. Significantly research by People 1st shows that communication and team-working skills are the most desired – and often felt to be most missing – across the whole hospitality sector, giving former members of the Armed Forces a significant advantage when it comes to having practical and demonstrable experience. Pressures in the hotel sector can be considerable; after all, it operates 24/7 and can entail the kind of work shift patterns that can have a serious affect on life outside of work. A friendly personality and a good sense of humour can also make a real difference to the working lives of yourself and your colleagues.

Those leaving the Armed Forces are also likely to have not only the technical and practical skills desired by the sector but also much-valued problem-solving and management skills. Particularly in managerial roles, the Hotel sector will be looking for people who can think on their feet, use personal initiative and take personal responsibility for their decisions. It is also an environment in which you have to know the rules, be they about health & safety, hygiene, disability awareness, or the sale of alcohol. New situations, changing customer requirements and developments in equipment and work procedures require a constant willingness to learn and adapt.

Above all, though, the Hotel sector is one that can reward people who are prepared to work hard developing their career. If you are enthusiastic, flexible, highly motivated and eager to learn new skills, then the Hotel trade could well be for you – and not a Basil Fawlty in sight!

FURTHER INFORMATION

People 1st
0870 060 2550
www.people1st.co.uk

Springboard UK
020 7497 8654
www.springboarduk.org.uk

HCIMA
020 8661 4900
www.hcima.org.uk

With computers now such a major part of our everyday lives, we examine the career opportunities offered by Information Technology – from hardware repair and maintenance to software design and management.

Even experts can get it wrong. Back in 1943, IBM founder Thomas J Watson supposedly stated: “I think there is a world market for maybe five computers.” Some 34 years later, Digital Equipment Corporation (DEC) co-founder Ken Olsen quipped: “There is no reason for any individual to have a computer in his home.” Even Bill Gates, founder of Microsoft, allegedly remarked that 640k of memory “ought to be enough for anybody”. To this day Gates denies having ever said that, which is just as well considering that today’s average home PC has at least one gigabyte of memory – over 1,500 times that apocryphal definition of ‘enough’.

Computers – once just the clunking threat in corny science fiction stories – now permeate our daily lives. Aside from the home PC, computing power is likely to be found in our automatic washing machines, mobile phones and cars. From the control of traffic lights to the efficient restocking of supermarket shelves, and from the operation of hospitals to buying a lottery ticket, we are cocooned by the application of Information Technology (IT) – and it is rare indeed to find any medium or large-sized company that doesn’t have its own IT support department. No wonder that, in global terms, computer processing power has grown by around 1,000,000,000 times in the last 40 years.

HM Armed Forces are no exception to this spread of IT; indeed, according to Brigadier Alan Pollard, who was in charge of the Army Logistics Information Systems Agency during the 1990s, computers are fundamental to British military operations. As he puts it: “Being technologically “up with the Hunt” is critical to today’s Forces.”

CAREERS
According to e-skills UK (the sector skills council for IT and telecoms) there is such a wide range of jobs in IT that, whatever your background, it is likely you could find a role that would suit you: “Different jobs have very different skills requirements, so it is almost impossible to generalise. However, most jobs, particularly the ones where you are working with customers, will need good interpersonal skills, team working and problem solving ability.” As anyone who frequently uses a computer can tell you, sooner or later some problem will raise its head; as a result, troubleshooting lies at the heart of many IT careers – that is, facing up to and understanding problems and having the knowledge and flexibility to work out quickly what solutions can work. Those are, of course, attributes commonly developed during your time in the Services.

Career opportunities in the IT sector include:

The design, writing and testing of computer software, either for specific products (such as mobile phones) or to support and develop business processes (such as the management of accounts or the manipulation of databases)

The creation, installation, repair and maintenance of computer networks, in terms of both the actual hardware and the software that runs on them

The management of IT staff and resources

The analysis and provision of customers’ IT requirements

The design, development and editing of websites for both public and private sector organisations and companies

The provision of IT support for either the public or colleagues

All IT jobs have some technical content which, according to e-skills UK, ranges from “the deep technical skills of a software developer through to roles that may need much less detailed knowledge – for example in some project management roles, communication, organisation and the ability to gather together the people who do have technical knowledge may be more important than what you know yourself.” But whatever type of job you choose in this sector, you will have the challenge of working in a fast-changing industry – after all, the internet has become almost ubiquitous inside of a decade, and who knows what developments are to come in the future?

ALREADY QUALIFIED?
Moving from the military to civilian world of IT is much easier than it once was, according to Alan Pollard, since the Services now largely use off-the-shelf, military-adapted products rather than developing their own bespoke products from scratch. “There’s a lot more commonality between what goes on in terms of IT and technology. Previously, there was less of an opportunity to go into mainstream computing. That’s not the case now; most military people involved in IT will have had a lot of association with private sector industries and suppliers.”

Yet regardless of your experience and capabilities, it’s wise to update and adapt your skills to the civilian world. “In the private sector, training is geared towards either your own career or the needs of the company who are employing you. In the Armed Forces you have to be a solider, sailer, etc first and a technician second. Indeed, you will be likely to be rotated between a regimental job and your technical job, so you might have done something else for two or three years. That is a long time in terms of technology.”

LOOKING FOR QUALIFICATIONS
If you’re looking to enter the world of IT without any experience of the sector, you will inevitably need to learn to use specific applications or computing languages. Available qualifications range from National/Scottish Vocational Qualifications (N/SVQs) in IT Services and the new ITQ qualification in IT user skills, right up to vocational foundation degrees and more academic-focused honours degrees. For more details on the options available, contact e-skills UK or the British Computer Society (BCS).

IS IT YOUR FUTURE?
There’s certainly a lot of opportunity in IT, according to Alan Pollard, but you have to accept that this is an industry where Continuous Professional Development (CPD) is a must. “Technology changes by the day,” he told us, “and one thing we can’t do in technology is sell yesterday’s skills – that’s why you’ve got to keep up to date. It’s the people who move with the changes that will actually capitalise on the market. There’s also an increasing emphasis now on professionalism. From that point of view, ex-military people – who generally go through training and achieve a whole list of qualifications and courses – do have a solid background.”

SALARIES
A recent survey by the National Computing Centre suggests the average IT salary in the UK is £31,654 (ranging from £28,445 in the north of England to £36,853 in Greater London), and that they have risen by an average of 3% in the last year. Individual bonuses of between 5.6% to 9.3% of basic salary are increasingly common, with IT managers most likely to receive the higher rate.

Brigadier Alan Pollard FBCS CITP is currently the Vice-President (Member Services) of the British Computer Society. While his career in the IT industry has included consultation work for some of the UK’s biggest private sector names, it is grounded – as his rank suggests – in his earlier career in the British Army.

“I spent 32 years in the Army and started getting involved with IT in the very early 1970s,” Alan told us. “I’ve done most jobs from basic programming right up to senior staff strategy. During the 1980s and early 1990s I had responsibility in the Ministry of Defence for Army computing policy and strategy, while in my last job I was chief executive of the Army Logistics Information Systems Agency, providing all the IT for Army logistics worldwide.”

Alan accepts that his resettlement was remarkably smooth. “I’m probably not typical because my last job, for about four or five years, was leading a major outsourcing programme. I felt more like a civilian in uniform than a solider, because I spent half my time in and out of different companies.”

That said, Alan knows his military background has helped him move successfully into the private sector. “What you are able to bring is some sort of structure and order to a complex situation. People in industry like you to come in and say that this, this and this need to be done, so let’s get on with it.”

FURTHER INFORMATION

The British Computer Society
www.bcs.org
0845 300 4417

e-skills UK
www.e-skills.com
020 7963 8920

CompTIA (Computing Technology Industry Association)
www.comptia.org
020 7743 6150

Although it takes both time and money to qualify, those rising to the top of the legal profession can eventually earn six-figure salaries. A legal qualification can be the foundation for a rewarding and lucrative career: Civvy Street investigates.

“The law,” according to Mr Bumble in Charles Dickens’ Oliver Twist, “is an ass.” Yet studying for a legal qualification certainly isn’t stupid. Take, for instance, a former Oxford law graduate by the name of Tony Blair; he may no longer be a practising barrister, but the skills and talents honed through legal training and practice took him to the top. Meanwhile, his wife Cherie Booth QC – as she’s professionally known – stayed in the profession, and reportedly earns even more than her husband – around £250,000 a year.

WATCHING THE LAWYERS
Alongside detectives, doctors and nurses, legal professionals continue to provide many of our most popular fictional characters – at least if TV and Hollywood are anything to go by. From Perry Mason in the 1950s and 1960s to the likes of Ally McBeal, LA Law and – in the UK – This Life, Judge John Deed and current BBC drama New Street Law – lawyers remain a focus of both drama and comedy. Yet TV and film seldom give an accurate picture of the profession in the UK as they inherently focus on the exciting parts of the job. In reality legal work can be slow and time-consuming, but that doesn’t mean it’s not also ultimately rewarding – be it as an intellectual challenge, an opportunity to ensure justice is done, or an opportunity to benefit from one of the top ranking professions when it comes to salaries.

UK LAW
In the UK, there are three main kinds of qualified lawyer: solicitors, who give advice and assistance on matters of law to the public, commercial companies and other organisations; barristers (in England, Wales and Northern Ireland), who advise on court cases and represent clients in court (a role taken on in Scotland by advocates); and legal executives, who are qualified lawyers (but not registered on the Law Society’s roll of solicitors) specialising in a particular area of law, such as property, inheritance or business law.

Particularly in England and Wales, much day-to-day work undertaken in solicitors’ and barristers’ offices may actually be carried out – under qualified supervision – by professionals called paralegals; these are people who have substantive legal training but are not (or not yet) qualified as either solicitors or barristers.

TAKING A LAW DEGREE
The majority of people wishing to become qualified lawyers study Law at University: in England, Wales and Northern Ireland this will be a three-year Bachelor of Laws (LLB) or BA course, while an LLB in Scots Law can be studied, north of the border, as either an Ordinary degree over three years or as an Honours degree over four. After completing a degree, those wishing to become Solicitors will need to complete a year-long (full-time) Legal Practice Course (LPC) – the equivalent in Scotland is the Diploma in Legal Practice.

Students then need to successfully complete a two-year training contract with an authorised legal firm, during which time they will receive supervised practical training in both their chosen area of specialism and other aspects of law. After satisfactorily completing this training contract, students can officially join the roll of solicitors held by either the Law Society, the Law Society of Scotland or the Law Society of Northern Ireland.

Graduates wishing to become barristers must, after their law degree, complete a year-long, full-time Bar Vocational Course (BVC), followed by at least a year’s pupillage within barristers’ offices (referred to as ‘Chambers’); this is usually divided into two six-month periods referred to as ‘sixes’. In Scotland, those wishing to become advocates start as ‘Intrants’ to the Faculty of Advocates; subsequent professional training includes up to 21 months in a solicitor’s office followed by approximately nine months ‘devilling’ as a pupil to an existing advocate before sitting the Faculty’s examination in Evidence, Practice & Procedure.

ENTERING THE LEGAL PROFESSION WITHOUT A LAW DEGREE
Not everyone begins their legal career by studying law; some people may choose another degree subject entirely and take a conversion course later on. As the Law Society’s Isobel Rowley explains: “A lot of people complete another subject, even though they may have always wanted to go into law. After your first degree you complete a course which is either referred to as the Common Professional Exam (CPE) or Graduate Diploma in Law (GDL). This is quite a difficult course as you are condensing almost three years of legal knowledge into one year.”

If you prefer to avoid going to university full-time, you have two options. With the vocational approach, you can initially qualify as a legal executive and then become a solicitor later. If you can find work within a legal firm approved by the Institute of Legal Executives (ILEX), you can then combine both practical and theoretical training. While this process is undoubtedly more time consuming than full-time study at university, it does allow you to ‘earn while you learn’ – which, if nothing else, can alleviate funding difficulties. Qualified legal executives can then complete further courses to comply with the criteria set by the Law Society and – thanks to the largely practical experience of their training – may be exempted from having to complete the standard two-year training contract before becoming a solicitor.

Alternatively, it may be possible to complete the CPE/GDL if you hold other academic or vocational qualifications recognised by the Law Society or meet their mature student requirements – that is, ‘display considerable experience or exceptional ability in an academic, professional, business or administrative field’ and have ‘satisfied the Society as to character and suitability to become a solicitor’. Each case is considered on its own merits, but time in the Armed Forces could count. Isobel Rowley said: ‘I would imagine that some qualifications people get if they’re with the Armed Forces might meet the needs of our wavers for the degree.’ If you believe you have relevant experience, you should contact the relevant Law Society direct.

PARALEGAL TRAINING
Although a small proportion of law graduates use paralegal work as a stepping stone on their way to becoming a qualified solicitor, barrister or advocate, paralegals are increasingly recognised as being valued and skilled professionals in their own right – not least because they undertake a significant amount of work that would otherwise need to be done by the solicitors or barristers they work alongside. Formal education for paralegals is available from colleges, universities and other training organisations; many of these courses are supervised by the National Association of Licensed Paralegals and range from the Higher Certificate in Paralegal Studies (available on a day-release or evening class basis from many further education colleges or by distance learning from the Association itself) to joint degrees and postgraduate Diplomas in Paralegal Practice.

FUNDING YOUR TRAINING
Whatever route you choose, you need to budget well, particularly if you’re opting for a full-time degree course. While Enhanced Learning Credits (ELCs) can help military personnel when it comes to paying for legal courses, the introduction this year of variable tuition fees in England and Wales means that undergraduates will have to eventually pay back tuition fees of up to £3,000 a year. (Scottish students studying Scots Law will only have to pay the one-off Graduate Endowment Payment of currently £2,145.) Fees to complete the LPC can vary from £5,000 – £10,000, while a postgraduate Diploma – through the NALP – costs £950.

PROSPECTS
“The average age of people becoming solicitors is 29,” according to the Law Society’s Isobel Rowley. “This is partly because the training process is quite long, but also because people are transferring in from having done other things.” Indeed, according to Holly Swaby from the College of Law, experience from other careers is increasingly viewed as beneficial when entering the profession. “Many law firms and barristers’ chambers welcome the broad experience that non-law graduates can bring to the profession – meaning that CPE/GDL students are well-placed to compete with law graduates for training contracts and pupillages.”

However, it’s important to realise that the legal world is highly competitive. “There are more people who want to do law degrees than there are training contracts available” admits Isobel Rowley. “There is a bottleneck. It’s not uncommon for people to have to write hundreds of letters to find a training contract.” But that’s not to say it’s impossible; and the ‘bottleneck’ varies across the legal sector. There are very few places on offer each year at the Bar, yet the number of solicitors is growing. “The profession has grown by half in the last 20 years,” Isobel Rowley adds. “Generally you’re looking at a profession where there are expanding opportunities, which I always think is rather encouraging.”

TRANSFERABLE SKILLS
As Prime Minister Tony Blair and, indeed, current Lib Dem leader Menzies Campbell show, training in law doesn’t restrict you to a legal career. Indeed, skills honed during legal training – such as the ability to research, collect and analyse large amounts of information, and to both form and communicate cohesive and logical arguments – are highly valued by many employers, including accountancy and financial firms, the Civil Service, local government (coroners, for instance, must be either solicitors, barristers or doctors), and industry. The Government Legal Service also employs some 1,700 lawyers across 40 central government departments, agencies and public bodies, who provide a comprehensive range of legal services.

TOUGH BUT REWARDING
Isobel Rowley calls the path towards a legal career “tough but rewarding”, and she isn’t just referring to salaries that can – in time – rise to six figures. “A lot of people go into law because they want to help people at difficult times of their lives, or have a strong belief in international justice.” And for many of us, being able to make a real difference is what makes life worthwhile.

PAY & PROSPECTS
Minimum salary for trainee solicitor (from August 2006) recommended by the Law Society: £15,332 (£17,110 in central London). According to specialist legal recruitment company Hays Legal, newly qualified lawyers (including both solicitors and barristers) will earn from £22-45,000 a year, depending on their location in the UK and the size of the firm; in London this can range from £39-50,000 (£45-52,000 in the City of London). After seven years, lawyers outside of London can earn £34-85,000; in London the figures rise to £63-82,000 (£82-110,000 in the City of London). Salaries can rise even further – as Cherie Blair has shown – depending on your skill, expertise and reputation.

Paralegals will begin on salaries from £13-20,000, depending on location and size of firm; according to Hays Legal, after four years this could rise to between £18-31,000. Legal executives working in London can start on £16-25,000 as students, rising to £27-65,000 as fully qualified ILEX Fellows.

FURTHER INFORMATION

The Law Society
www.lawsociety.org.uk
01527 504433

Law Society of Scotland
www.lawscot.org.uk
0131 226 7411

The Law Society of Northern Ireland
www.lawsoc-ni.org
028 9023 1614

Institute of Legal Executives
www.ilex.org.uk
01234 841000

Faculty of Advocates
www.advocates.org.uk
0131 226 5071

The Bar Council
www.barcouncil.org.uk
020 7242 0082

National Association of Licensed Paralegals
www.nationalparalegals.com
0117 927 7077

The sea’s enduring role in global trade and travel ensures that the marine environment continues to offer a host of engineering opportunities for those looking for a challe nging and important career.

The Ulysses is an impressive sight: 209m from prow to stern and 51m from keel to the tip of its funnel, this Irish Ferries vessel is far from being just a ship – it’s a floating hotel built on top of a multi-storey car park and a power station, which cuts its way through the sea between Dublin and Holyhead, whatever the weather.

The design, construction, conversion, testing and maintenance of such vessels – as well as any underwater craft, remotely operated vehicles, offshore platforms and equipment – is at the heart of marine engineering. The importance of such work is undeniable; with water covering almost three quarters of the Earth’s surface, it’s not surprising that over 95% of all the UK’s imports and exports travel by sea. British companies also remain significant players in the world’s offshore oil and gas extraction industries.

Maritime activities underpin our whole quality of life – ensuring the safe, reliable and cost-effective movement of food, consumer goods and raw materials. The industry also supports a wide range of exciting and challenging careers – particularly for skilled engineers. According to the Institute of Marine Engineering, Science and Technology (IMarEST), marine engineering is a multi-disciplinary field, with marine engineering technicians and marine engineers (who will normally also have a supervisory or managerial role) working in a variety of sectors:

· the design, development, construction and maintenance of vessels and associated machinery;

· overseeing offshore oil and gas platforms, rigs, pipelines and equipment;

· inspecting marine vessels, installations and equipment for safety and insurance purposes;

· ensuring the safe function of machinery and equipment in the likes of the Merchant Navy and Royal Fleet Auxiliary.

ALREADY QUALIFIED?
If you have already earned relevant marine engineering qualifications from your time in the Royal Navy, and are leaving as an engineering technician (marine engineering) or marine engineer officer, then you will be well-placed to move into a civilian position with a marine engineering company, the Merchant Navy or the Royal Fleet Auxiliary. Qualified engineers from the other Services might wish to augment their existing experience with some vocational training; further information on courses and registration is available from IMarEST or the Engineering Council.

LOOKING FOR QUALIFICATIONS?
If you a re under 25 years old, a common entry rou te for aspiring engineers both inside and outside of the Armed Forces is to train as a technician apprentice, for which you will need clear knowledge and understanding of subjects including English, science and design and technology or appropriate equivalents.

Broader engineering courses open to people of all age groups include a range of National/Scottish Vocational Qualifications and City & Guilds Certificates. These, in turn, can be stepping stones t owards relevant Higher National Certificates and Diplomas, such as the BTEC Higher National Certificate/Diploma in Marine Engineering. Institutions across the UK – such as Newcastle University ‘s School of Marine Science & Technology, or the Department of Naval Architecture and Marine Engineering, operated jointly by Glasgow and Strathclyde Universities – offer a range of undergraduate and postgraduate qualifications. Entry requirements are decided by the individual institutions, but courses will require demonstrable understanding of physics, mathematics and chemistry.

Suitably qualified/experienced marine technicians can improve their professional development by registering with the Engineering Council in order to attain EngTech status, or by attaining incorporated or chartered status, either through the Engineering Council or IMarEST.

IS MARINE ENGINEERING FOR YOU?
Marine engineers are characterized by their love of challenge, their passion for technology (including the very latest in IT), and their commitment to both continuous professional development and the highest standards. As a truly international profession, marine engineering offers plenty of interesting and rewarding opportunities. However, it has particular appeal to ex-Services personnel. “The discipline onboard a ship is similar to the discipline in the Navy,” says Professor Mesbahi from the School of Marine Science and Technology (MaST) at Newcastle University, which describes itself as the largest and broadest-based marine school in the UK. “You have a captain, the chief engineer, and then second and third engineer officers – a line of command is there. It’s not as strict as the military, but you are part of a discipline and structure suitable for civilian-type vessels.”

A career in this sector also suits those who are looking for a challenge. “We are not standard engineers,” says Professor Mesbahi. “If you originally joined the military because you were desperate for more adrenalin and enjoy dealing with big objects, then here is the place for you to come.”

Marine engineers should have strong analytical skills, an innovative approach to problem solving, excellent mathematical, IT and technical knowledge, strong communication skills and an eagerness to keep up to date with new developments. A willingness to travel and to work at sea for extended periods is also important. (In compensation, leave time is usually generous.)

PAY AND PROSPECTS
Starting salaries for new marine engineering technicians are between £12k and £15k a year. With experience and qualifications, earnings can rise to between £17k and £23k, while senior technicians can earn over £25k. In contrast, graduate marine engineers will start at around £20k a year; experienced marine engineers can earn between £28k and £37k, with senior engineers earning over £40k.

According to Professor Mesbahi, the last five to six years have seen a revitalized marine engineering sector in both the UK and Europe, after decades of decline in which work had transferred to shipyards in Japan, Korea and China. “Marine transport still carries about 85% of world trade; growing passenger transport has added to that. So, practically speaking, there is a very, very good market for employment. More than 90% of our graduates get a job within three or four months of graduation. We also have a huge overseas demand. The market is booming, particularly for engineers trained in the UK.” Proof of the reputation enjoyed by British engineering can be found in the 49 nationalities currently registered on undergraduate and postgraduate courses at MaST.

VOYAGES INTO MARINE ENGINEERING
Marine engineering offers many opportunities – from travelling the globe to practical problem solving. But, according to Professor Mesbahi, who himself was once a marine engineer working on ships around the world, there’s one ultimate plus. “Ships are amongst the largest man-made objects ever built,” he says, “and we have the privilege of playing with those toys!”

FURTHER INFORMATION

Institute of Marine Engineering, Science & Technology (IMarEST)
020 7382 2600
www.imarest.org

Engineering Council (ECUK)
020 7240 7891
www.engc.org.uk

Institution of Mechanical Engineers
020 7222 7899
www.imeche.org.uk

Dept of Naval Architecture and Marine Engineering, Glasgow
0141 548 4094
www.na-me.ac.uk

School of Marine Science and Technology, Newcastle University
0191 222 6718
www.ncl.ac.uk/marine

Thousands of people with experience in engineering and mechanics leave the Armed Forces every year; what career opportunities can they and other Service leavers expect in the civilian motor industry?

Napoleon Bonaparte allegedly once said that an army marches on its stomach. Yet modern day soldiers seldom march anywhere at all – at least, not outside of the parade ground. Instead, the Army, like the Royal Navy and the RAF, depends upon the skills of its engineers and mechanics to keep moving; just like most of the UK’s population, the Forces rely on motorized transport to get around.

There are over 32 million vehicles in the UK; indeed, according to the Institute of the Motor Industry (IMI), the UK’s retail motor industry directly employs around 584,000 people in some 69,000 businesses. So if you have gained mechanical experience and skills in the military, or if you want to learn, there are a wide variety of opportunities on civvy street.

WHAT DO YOU WANT TO DO?
According to Automotive Skills, the sector skills council for the retail motor industry (which covers the maintenance and repair of vehicles, as well as their sale), the sector is well-suited to those who enjoy practical tasks and working with state-of-the-art equipment. Technical roles in vehicle maintenance and repair include:

Auto Electrician: responsible for the installation and repair of electrical and electronic systems; this is a role which is bound to become even more important as our vehicles become more electronic in design.

Commercial Vehicle Technician: concerned with the regular servicing, maintenance and repair of lorries and other commercial vehicles such as buses.

Light Vehicle Technician: repairs, services and maintains cars and light vans.

Motorcycle Technician: as the name suggests, motorcycle technicians repair, maintain and service motorcycles.

Roadside Recovery Technician: responsible for the assessing and securing of broken down vehicles (and those involved in accidents) plus their safe removal and transportation.

Roadside Assistance Technican: also known as motor vehicle breakdown engineer, their job is the assessment, diagnosis and repair of faults as part of a roadside assistance service to motorists.

The retail motor industry also offers a wide range of roles in sales & marketing, administration and management.

ALREADY QUALIFIED?
Vocational qualifications gained while in the military – such as City & Guilds and NVQs – are recognized outside, although it is worthwhile considering one of the related courses run by the Career Transition Partnership (CTP) at their main Resettlement Training Centre in Aldershot. Currently, the CTP run regular courses for workshop technicians and roadside patrols – both last for two weeks, are designed for people with a Service mechanical background, and aim to provide the Service leaver with the theoretical and practical experience they need to do the job. Quite apart from offering a useful refresher course, they can emphasise your skills to civilian employers.

“We work directly with the CTP to help retain people from the Armed Forces for work in the motor industry,” says the IMI’s Aisleen Marley, “by approving their training courses through the IMI’s Quality Assured Awards (QAA) scheme. Those who complete the QAA course are also eligible to apply for membership of the IMI, which is the Professional Association for individuals working in all areas of the industry – from sales to vehicle maintenance. Membership gives them added recognition as professionals within the industry, which adds to the qualifications they have already received.”

The IMI also runs the Automotive Technician Accreditation (ATA) scheme, a voluntary programme designed to underline the competence of technicians working in the retail motor industry. ATA registered technicians have passed a comprehensive and rigorous series of tests of practical skill and knowledge, and are reassessed every five years to ensure they’re abreast of the latest technological developments.

LOOKING TO QUALIFY?
If you’re looking to enter the motor industry without any previous mechanical experience, there are around 300 colleges and training providers across the UK that offer qualifications including National/Scottish Vocational Qualifications (N/SVQs) and City & Guilds/BTEC Certificates or Diplomas. Information on these can be found through both IMI and Automotive Skills; it is important to check that the qualification ensures you meet the National Occupational Standards (NOS) agreed for the sector.

PAY & PROSPECTS
Most mechanics work in small independent garages, in the large service departments of manufacturers’ dealerships, or specialist fast-fit chains such as Kwik-Fit; others work in organisations such as local authorities, vehicle breakdown companies, large private firms and the emergency services. In terms of career progression it is possible for experienced and qualified mechanics to go on to qualify as MOT testers, approved LPG engine converters or as roadside assistance technicians for the likes of the AA or RAC.

Many vehicle technicians are paid hourly rates on a scale guided by the National Joint Council (NJC) of the Retail Motor Industry Federation (RMIF); others will be on annual salaries. Average wages are not high – from £14k-£18k a year – but those with experience can earn over £20k. Breakdown mechanics earn £13k-£23.5k, depending on experience. According to the most recent report from the RMIF, while many sales executives and business managers experienced overall falls in their paypackets last year (thanks to reduced commission from lower car sales) technicians/mechanics benefited from an annual increase of more than 5%.

KEEPING YOU ON THE ROAD
The retail motor industry offers a worthwhile career with prospects, and is ideal for those who enjoy working with their hands and seeing an immediate, real-world result from their work.

FURTHER INFORMATION

Automotive Skills
Careers Helpline: 0800 093 1777
www.automotiveskills.org.uk

The Institute of the Motor Industry
01992 511521
www.motor.org.uk

Retail Motor Industry Federation
020 7580 9122
www.rmif.co.uk

Considering working for the UK’s largest employer? We highlight the health career opportunities in the National Health Service.

As a member of the Armed Forces, you’ll be used to working, as part of a larger team, towards a common goal; indeed, you’ll be familiar with both command structures and the responsibility that comes with making and carrying out important decisions. You could well have some specific qualifications underlining your ‘trade’ or management skills. So, if you’re looking to work in a comparable environment, when you step out onto civvy street, why not consider a nationally recognised employer that depends upon teamwork across a whole range of professions to achieve the mutual goal of serving the health needs of the UK population.

The National Health Service (NHS) is the UK’s – indeed Europe’s – largest single employer, with over 1.3 million people – or about one in twenty of the adult working population – on the payroll. By its very nature, it is an employer that could offer a wide range of career opportunities for service leavers – and we’re certainly not just talking about those with an interest in medicine!

CAREER OPPORTUNITIES
As the UK’s major healthcare provider, it’s no surprise that the NHS employs the majority of the UK’s nurses, doctors, dentists, pharmacists, midwives and health visitors; nor is the fact that, despite major recruitment campaigns over the last few years, they’re still looking for more!

Yet the NHS offers many more career opportunities: clinical staff make up slightly under half of the NHS’s total workforce. The NHS also employs people in Allied Health Professions (AHPs), such as physiotherapists,
radiographers, podiatrists (aka chiropodists), speech and language therapists, counsellors, occupational therapists and psychologists.

Then there are areas such as Biomedical Scientists (also known as Medical Laboratory Scientific Officers); after all, someone’s needed to carry out tests on samples from patients as part of the diagnostic process for conditions such as diabetes, HIV, meningitis and cancer.

Even all these, however, are not enough to keep our health service running on its own; the NHS employs over 35,000 people in management and administration, and over 164,000 ‘infrastructure’ staff ranging from cleaners to IT specialists. Indeed, the NHS offers employment in over seventy different professions. The main requirements for nigh on every single job in the NHS are good communication skills, and an ability to work in a range of environments, with a variety of people, both as part of a team and on your own.Now, does that sound at all familiar to you?

CAREER ROUTES
Truth be told, there’s no such thing as a ‘typical’ service leaver, so there’s no simple answer to the question of how you can enter the NHS; you may be heading for civvy street after only a few years, or you may have completed the minimum period to qualify for an immediate pension and are now looking for a new career to keep yourself busy. You may wish to begin or continue a clinical career, or one in management, each of which requires different qualifications.

Increasingly, decision-making and the allocation of resources within the NHS are now under more local control, with the vast majority of clinical staff working in NHS hospitals and healthcare centres employed by NHS Trusts or Primary Care Trusts (PCTs). Many vacancies will be advertised locally or through specialist publications – such as Nursing Times – as well as on the NHS’s own careers website.

ARE YOU ALREADY QUALIFIED?
If you’re already a Registered Nurse, Doctor or Consultant, you are in a very good position when it comes to finding clinical employment on civvy street. Indeed, thanks to the closure of separate military hospitals over the last few years, you’re likely to spend at least some of your military career working in NHS hospitals which host Ministry of Defence Hospital Units (MODHU).

According to Commodore Annette Bicton, Director of Resettlement at the Ministry of Defence: “Qualified doctors, dentists, consultants, nurses, technicians, etc. are so employable that it isn’t much of a challenge to resettle them. Many of them who do their full training with us train in civilian hospitals, so the training is very similar (to civilians).” That said, you may still wish to use the move to civilian life as an opportunity to further develop your career; for instance, Registered Nurses may choose to concentrate on areas such as children’s, mental health or learning disability nursing.

Nor is the NHS just an opportunity for medically-trained personnel; 21st century military forces require the particular management skills of Human Resources/Administration staff and logistics personnel. Working in these areas within organisations as large as the armed forces – often on a worldwide stage – will have given you highly transferable and marketable skills – and qualifications that would be well suited to the managerial side of the NHS – large hospitals, after all, need the most appropriate and cost-effective organisation of appropriate staff, supplies and equipment!

NHS staff at all levels can access eduational provider NHSU, which provides a variety of new learning opportunities for current employees, managers and those planning to join pre-employment programmes. Through the NHSU, you can work for qualifications ranging from NVQs to Foundation Degrees, depending upon your existing qualifications. The NHSU helpline – u-i – offers information and advice on learning opportunities, and the kind of support and funding that may be available.

OR ARE YOU LOOKING TO START A NEW CAREER?
No matter the length of time you spent in the services, at some point you are likely to have been given some basic first aid training; that may have wetted your appetite for working in the healthcare sector. Alternatively, you may already be working as a healthcare assistant or Combat Medical Technician (CMT) and wish to train to become a fully qualified Nurse. As a CMT, you are likely to hold, or be working towards, qualifications such as City & Guilds or National Vocational Qualifications (Levels 2 or 3) in subjects like Direct Care or Emergency Clinical Care; such qualifications can prove particularly useful if you’re now planning to enter a civilian nursing course, regardless of whether you opt for a Diploma in Nursing Studies, or a Nursing degree.

As part of their programme to recruit more Nursing staff, the NHS currently offers favourable funding arrangements for Nursing students, including the payment of course fees (at either diploma or degree level) – and the provision of a bursary.

Anyone looking to enter a Nursing programme should contact NHS Careers, or look through the prospectus of any trust or university of interest. Applications should be made through the Nursing and Midwifery Admissions Service (NMAS), which will also provide information about all nursing HE courses.

Three-year Nursing programmes are divided equally between theory and practice. The first year is the ‘Common Foundation Programme’, and it is taken by all students, regardless of branch choice. It includes core issues and topics in a wide variety of care environments. The second part – the ‘Branch Programme’ – concentrates on specific subjects and contains practice placements working in Adult, Children’s, Mental Health or Learning Disability Nursing.

At the end of the programme, newly qualified RNs will probably have a three-month period of supervised practice when they start their first real job. First steps after qualification will usually be spent in the specialisation developed during the second part of the training programme. All professional Nurses registered with the NMC are legally required to re-register every three years, and must also state that they have updated their knowledge and skills base.

PROSPECTS
The current Labour government has very much nailed its reputation on its increased investment in the National Health Service; this is set to continue over the next few years, and much of this continues to be concentrated on the recruitment and retention of staff. For, while the NHS may have already met initial targets for recruiting new Nurses, there remain significant shortfalls in the numbers of full-time staff working in the NHS; indeed, with many nurses working part-time, the situation is hardly improving. Meantime, the private medical sector is continuing to grow as a major employer of medical staff.

As a result, demand for nurses – as well as other clinical staff – is almost certain to rise, particularly with the continued development of helpline services NHS Direct (in England, Wales and Northern Ireland) and NHS 24 (in Scotland). There are also good opportunities for other clinical professions. NHS-employed Dieticians, for instance, can work in a wide range of environments, and the increase in their usage means that a newly qualified Dietician can rise to a Senior II position (earning between £18.9K-20.4K) in around only a year; chances of further promotion within two years are also good.

Even if a permanent job is not available or not wanted, part-time positions and job-shares are now very common. Most hospitals and a number of nursing homes run Nurse banks, a useful way of testing the environment while also earning, while a number of employment agencies specialise in Nursing and Allied Professions. “NHS Professionals” is an in-house agency that matches the preferred working patterns of staff with the clinical needs of hospitals and departments across the UK.

PAY & CONDITIONS
Pay and conditions in the NHS continue to improve, with increased emphasis on encouraging career progression. The following list offers a sample of minimum payments; how much individual staff will earn will depend upon their skills, experience, responsibilities and the hours that they work.

Newly qualified nurse: £17K.
Staff nurse: £20K.
Ward Sister: £27K.
Modern Matron: £26.6K – £34.9K.
Dietician: £18.9K – £20.4K.
Staff Doctors: £29.8K – £56.7K.
Consultants (Full time): £55.6K – £72.5K.
Primary Care Development Manager (PCT): £18.7K – £23.7K.
Clinical Site Manager: £23K – £27K.
Deputy Head of Supplies (procurement) NHS Trust: £30K.
Drama / Music / Art Therapist: £18K – £20K.
Senior Drama / Music / Art Therapist: £19K – £29.4K.

(Figures published by NHS Careers and British Medical Association.)
Since April 2002, many NHS employees have benefited from revised Cost of Living Supplements for those living in more costly parts of the UK. Eligible nurses in London and the South East, for instance, can claim an additional payment of 4% of their basic salary.

Employers also offer: a minimum four weeks annual leave, increasing with length of service; paid sick leave, increasing with length of service; occupational health and counselling services; and a range of other employment benefits. To encourage as diverse and skilled a workforce as possible, the NHS also increasingly offers flexible working patterns and other resources (such as affordable nursery provision, childminding networks, holiday play schemes; and after-school / breakfast clubs) for staff with family or care commitments that make the normal 9 – 5 pattern difficult; there is scope for part-time working, job sharing and term-time working, as well as evening and weekend work, and special leave policies for those caring for elderly or disabled relatives.

FURTHER INFORMATION

NHS Careers
Tel: 0845 606 0655
www.nhs.uk/careers

Nursing and Midwifery Admissions Service
Tel: 0870 112 2206

NHS Education in Scotland
Tel: 0131 226 7371
www.nes.scot.nhs.uk

Health Professionals Wales
Tel: 029 2026 1400
www.hpw.org.uk

Northern Ireland Practice and Education Council for Nursing and Midwifery
Tel: 028 9023 8152
www.n-i.nhs.uk/nipec

NHSU
u-i helpline: 08000 150 850
www.nhsu.nhs.uk

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