MOD UK Logistics Skills Strategy DoD Logistics Executive Steering Group Meeting Jan 09

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MOD UK Logistics Skills StrategyDoD Logistics
Executive Steering Group Meeting Jan 09
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Objectives

• To Share
• How the UK is organising to develop and
  strengthen Logistics Skills.
• Highlight Parallels with US Strategy
• Identify Challenges and Lessons learnt
• UK future focus

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UK MOD Logistics Workforce Demographics
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UK MOD Logistics Workforce Demographics
Total Logistics Workforce 34,355
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Structure MOD Skills Strategy

Internal Enablers Requirements

Defence Vision
Business Improvement Strategy (tba)
Civilian Workforce Strategy
Service Personnel Plan
Defence Industrial Strategy
Capability Review
MoD Skills Strategy
External Requirements
Skills Strategy for Central Government
Leitch Review
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MOD Skills Strategy - Context

• Challenges
• Military systems very different to civilian and
  different from each other
• Information and requirements drawn from a number
  of sources
• Changing business environment (CfA, CLS etc.)
• Requirements
• More systematic approach
• Need for better data
• Better link to future business planning

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Approach MOD Skills Strategy
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MOD Skills Strategy - Goal 1 Know the
Workforce
The MoD knows the workforce the skills it has
and the skills it requires now and in the future
Provide a Baseline
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Key Roles Responsibilities of Logistics Skills
Champion

• Taking strategic overview of business critical
  issues within Job Family
• Advising on major trends and issues
• Pan-Defence coherence of individual Def Logs TE
• Trg Reqts Auth (TRA) for Joint Individual Logs
  TE
• Enhancing professionalism
• Shape and influence interventions
• Development of Career Paths

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Logistics Job Family and Job Code Structure

• 16 Civilian Job Codes each with a Job Code
  Sponsor Workforce Category Functional
  Proponent?
• Eng and Tech Support Port Operations
• ILS Platform Support
• Configuration Management Afloat Support
• Logs Trades Salvage and Marine
• SC Mgt and Policy Storage and Warehousing
• Inv Mgt Postal and Courier
• Inv Planning Transport Movement
• Mat Accounting Driving

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Data provided from HRMS.
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Job Code Sponsors

• Roles and Responsibilities
• Similar to Skills Champion but for smaller
  community
• Advises skills Champion
• Workforce planning
• Skills/competencies identify, define and
  maintain
• Intervention sponsorship/design
• Who
• Senior Subject Matter Expert appointed by
  Skills Champion
• Issues
• Too many job codes
• No/few dedicated resources
• Does not align with military career sub fields

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Management Information - Skills

• HRMS for civilians
• Records
• Accomplishments
• Post profile
• Personal profile
• Personal Training and Development Plan
• JPA for all military
• Records
• Job specification
• Courses needed
• Enhancement planned to include skills MI similar
  to that available in HRMS

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Know the Workforce Management Information

• Issues
• Havent yet got common system/approach
• Completeness and accuracy of data
• Management reports need to be improved
• Action being Taken
• IT changes being made
• Processes being reviewed to incorporate recording
  of data
• Management reports being improved

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Goal 2 Build Skills Management Capability
MoD builds the capability to manage skills and
measure outcomes effectively across the military
and civilian community
Provide capability
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Single Skills Framework - Provides reference for
recording competencies and accomplishments

• Comprises
• Core competences
• Functional Competences
• JCS advise upon and develop competency sets
• Reflect National Occupational standards wherever
  possible
• Supported by Training and Education
• Avoid duplication
• Accomplishments (quals. License, memberships,
  languages)
• MOD Values
• Issues
• Changes to competence sets
• Assessing proficiency levels
• Not yet complete for each job code
• Effective management reports

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Goal 3 Accessible Development Opportunities
MoD individuals, teams organisations have
access to effective, efficient learning
development support to meet their operational
business needs
Provide capability
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Logistics Training and Education

• Non-specialist Training Awareness
• Induction
• Key Logistics Messages
• Logistics Specialist Training and Education
• Single Service Logistics Courses core
  professional knowledge
• Specific role related functional training
• Joint Training and Education for Logisticians
• Training Reqts Auth
• Common content on Single Service Courses
• Professional Education and Development
• Modular Masters
• Secondment

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Logistics Training and Education

• Issues
• Scale/no. of existing courses
• Defining totality of Training and Education
  requirement
• Incorporating new requirements quickly (DSAT)
• Influencing content of Single Service Courses
• Developing joint/approach
• Breadth as well as depth
• Evaluation
• Opportunities
• Defence Training Review
• Blended Learning
• Skills Champion role
• Evaluation
• DSAT

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Goal 4 Rationalise Workforce Planning Activity
MoD adopts a coherent efficient approach to
future workforce skills planning
Provide alignment
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Workforce Planning

• Aims to enable
• Better workforce and skills planning
• Better alignment to business needs
• Military have established manpower planning
  systems
• Pilot workforce planning for civilian staff
• Nos.
• Grade
• Skills
• Business requirements and priorities

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Goal 5 Working Across Government
MoD develops a joined up relationship with
other government departments, relevant
skills-related Agencies and professional bodies
to the mutual benefit of Defence government
skills policy aims
Provide alignment
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Working Across Government

• To Enable
• Increased Access to best practice
• More Effective response to Government skills
  policy
• Improved skills and career prospects across
  Government for all MOD staff
• Activities
• Joint approaches with Industry
• Joint approaches with Other Government Depts
• Contribute to National Upskilling
• Partnership with Trades Unions

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Governance
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Governance
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Lessons Learnt

• What has worked well
• Clear vision
• Senior level recognition of need to upskill
• Systematic approach in place
• Practical concept and high level processes
• Skills Champion Role
• Clear governance structure
• Job Code Sponsors/Functional Proponent -
  practical
• Single Skills Framework/competencies based
  on NOS
• Joint working with industry and others
• DSAT brings discipline
• What might have been better
• Earlier establishment of principles for SSF
  incl. assessing proficiency levels
• Clearer understanding of MI needs at outset

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Future Focus

• Improved Coherence
• Developing competency structure gaps and
  pan-Defence alignment
• E2E reviews of existing training
• DTR rationalisation and coherence
• Improvements in MI
• System changes
• Development of Reports
• Closed loop systems for completing information
• Workforce planning pilots
• Simplification of Job Code structure
• Communications
• Promotion of individual and business benefits
• Promotion of opportunities
• Career path

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Future Focus

• Culture
• Joint Service Publication policy/processes
• Common policies e.g. to education and
  development
• Update course content (to reflect new skills
  reqts) align to academic qualifications
• Exploit Skills Champion role
• Processes
• Ongoing joint working with industry and others
• Prioritised Evaluation
• Review of executive education
• Funding and resources
• Maintain investment

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• Questions?