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<p>The Naval Service matches manpower demand with supply through a wide range of initiatives,
such as targeted marketing, specific recruitment events, career extensions and retention
incentives.</p><p>A range of mechanisms are in place to attract recruits to technical
specialisations for both the Officer and Rating corps. Incentives include a staged
remunerative award to new entry Engineer Officers with relevant degrees and Commitment
Bonuses for Ratings. In specific areas for serving personnel in the engineering specialism,
a range of remunerative measures has also been introduced, in the form of Recruiting
and Retention Pay and Financial Retention Incentives.</p><p>The Royal Navy is currently
undertaking a one year trial to recruit Suitably Qualified and Experienced Personnel
from Industry into shortage categories. Known as the Direct Entry Technician scheme,
individuals recruited in this way from the private sector will fill shortages in specialist
areas. Additionally, the Navy has five affiliations with University Technical Colleges
to support the development of skilled individuals that will support industry and help
address the national shortage of engineers.</p><p>The Ministry of Defence has also
initiated work with Defence Industry to scope the possibility of adopting an 'Enterprise
Approach' to tackle career management, manning and access to key skills.</p>
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