Request for a copy of/access to the latest version of AGAI 40 on recruitment for the Army

April 2021

(Replaces AEL 129 dated Oct 20)

AEL 135 AC 60974/2

ARMY GENERAL AND ADMINISTRATIVE INSTRUCTIONS

VOLUME 2

CHAPTER 40

RECRUITMENT POLICY

This Chapter is sponsored by Personnel Policy (Army) and aims

to set out the governance, provenance and ownership of Army

recruiting policy in order to ensure that recruiting activity is

conducted in accordance with current policy and that clear

direction is given to Recruiting Branch and the National

Recruiting Centre Staff responsible for its implementation. This

AGAI serves as the single Service policy for Army recruitment.

It is to be used in conjunction with JSP 545, QR(Army) and

AGAIs, with DINs and ABNs providing secondary policy notes.

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VOLUME 2

CHAPTER 40

RECRUITMENT POLICY

INDEX

Contents

Page

Paras

PART 1 - INTRODUCTION

Aim

1-1

40.001

Scope

1-1

40.002

Special Enlistment Waiver

1-1

40.003

PART 2 – POLICY GOVERNANCE AND ASSURANCE

Policy Governance

2-1

40.011

Policy Assurance

2-1

40.012

The Army HQ Recruitment Policy Working Group (ARP

WG)

2-1

40.013

Policy Development and Staffing Process

2-2

40.014

Reserved

2-2

40.015

PART 3 – RECRUITMENT ELIGIBILITY CRITERIA

Security

General

3-1

40.021

Requirement

3-1

40.022

Reserves

3-1

40.023

Eligibility

3-1

40.024

Entry to Royal Military Academy Sandhurst (RMAS)

3-2

40.025

Waiver to Security Requirements

3-2

40.026

Nationality and Residency

General

3-2

40.027

British Nationality

3-2

40.028

Foreign and Commonwealth

3-3

40.029

Army Reserve Applicants

3-3

40.030

Citizens of Botswana

3-4

40.031

European Union citizens

3-4

40.032

Passport Validity

3-4

40.033

Waiver to Immigration Status and Residency

Requirements

3-4

40.034

Age

Soldier Entrants

3-4

40.035

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Contents

Page

Paras

Parental Consent

3-4

40.036

Care and Supervision Orders

3-5

40.037

Officer Entrant

3-5

40.038

Reserves

3-5

40.039

Medical and Physical Entry Standards

General

3-6

40.040

Role Fitness Testing on Entry – RFT (E)

3-6

40.041

Body Mass Index (BMI)

3-6

40.042

BMI, Weight Circumference (WC) and RFT (E)

3-6

40.043

Standard Entry Soldier Selection

3-7

40.044

Maternity Policy and Recruitment

3-7

40.045

Waiver to Medical Entry Standards

3-7

40.046

Height Requirements

3-9

40.047

Waiver to Height Requirements

3-9

40.048

Education Selection Standards

Officer Entrants’ Educational Standards

3-9

40.049

Soldier Entrants’ Educational Standards

3-10

40.050

Academic Qualification Waiver

3-11

40.051

Diversity and Inclusion

General

3-11

40.052

Key Tenets

3-11

40.053

Transgender Personnel

3-12

40.054

Dress and Appearance

General

3-12

40.055

Religious Dress

3-12

40.056

Tattoo and Body Modification

3-12

40.057

Waiver to Dress and Appearance

3-12

40.058

Financial Considerations

Security and Credit Reference Checks

3-12

40.059

County Court Judgements

3-13

40.060

Discipline and Conduct

General

3-13

40.061

Pre-employment Referencing and Employer Consent

3-13

40.062

Drug and Substance Misuse

3-13

40.063

Traffic Offences

3-13

40.064

The Rehabilitation of Offenders Act (ROA) 1974

3-14

40.065

Offender Rehabilitation Act (ORA) 2014

3-14

40.066

Safeguarding Vulnerable Groups

3-15

40.067

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Contents

Page

Paras

Declaration of Convictions

3-16

40.068

Criminal Convictions – Failure to Declare

3-16

40.069

Civil Orders under the Sexual Offences Act 2003

3-16

40.070

Offences committed overseas

3-16

40.071

Refusal of Entry

3-16

40.072

PART 4 – REINSTATEMENT / REJOINS Mandatory Rejoin Info

Soldiers

4-1

40.073

Officers

Reinstatement of Officers

4-11

40.109

Army Reserve

Regulars Joining the Army Reserve

4-11

40.138

PART 5 – SPECIALIST RESERVE ENTRY

General

5-1

40.146

Education standards

5-1

40.147

Eligibility

5-1

40.148

Security Clearance

5-1

40.149

Waivers

5-2

40.150

Selection

5-2

40.151

ANNEXES

Annex A: Guide to UK residency for UKSV

A-1

Annex B: List of Commonwealth countries

B-1

Annex C: Physical entry standards (PES)

C-1

Annex D: Current GTI cut-off scores

D-1

Annex E: Roles requiring disclosure

E-1

Annex F: Rejoin Policy Prior Service Checks –

Delegated authorities

F-1

Annex G: Rejoin Process Flowchart 1 – Initial Stages

G-1

Annex H: Rejoin Process Flowchart 2 – Category A

Applicants

H-1

Annex I: Rejoin Process Flowchart 3 – Category B and

C Applicants

I -1

Annex J: Rejoin Process Flowchart 4 – Final Stages

J-1

Annex K: Application Form

K-1

Annex L: Unit Information: Enlistment

L-1

Annex M – Fast Track Rejoin

M-1

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RECORD OF AMENDMENTS

Amendment

Number

Amendment

Date

Authority

Amendment

AEL 78

Jan 16

Pers Pol(A)

General Update.

AEL 83

Oct 16

ARPSG

Changes to nationality and residency

criteria.

AEL 83

Oct 16

ARPSG

Refresh of policy links and general

nomenclature.

AEL 83

Oct 16

ARPSG

Greater clarity on the use of AFB 203.

AEL 83

Oct 16

ARPSG

Introduction of waiver for overseas

qualifications.

AEL 83

Oct 16

ARPSG

Change to transgender terminology.

AEL 83

Oct 16

ARPSG

Amendment to drug and substance

misuse.

AEL 83

Oct 16

ARPSG

Introduction of Offender Rehabilitation

Act 2014.

AEL 83

Oct 16

ARPSG

Introduction of new Rejoin Policy.

AEL 83

Oct 16

ARPSG

Introduction of Specialist Reserve Entry.

AEL 83

Dec 17

Pers Pol (A)

Counter Terrorist Check Policy.

AEL 83

Dec 17

Pers Pol (A)

Clarification on AF B203 Policy.

AEL 83

Dec 17

ARPSG

Zimbabwe included at Annex B.

AEL 83

Dec 17

ARPSG

Clarification of British Nationality

Categories.

AEL 104

Sep 18

Pers Pol (A)

General review and update.

AEL 105

Oct 18

Pers Pol (A)

Minor amendment.

AEL 106

Nov 18

ARPSG

Gambia included at Annex B.

Clarification on AF B203 Policy. Changes

to Commonwealth Criteria. BMI

Amendment.

AEL 108

Jan 19

Pers Pol (A)

Removal of Zimbabwe from F&C list at

Annex B on 7 Jan 19.

AEL 111

Apr 19

Pers Pol (A)

CW Update, CDT Change, PSSR

removal and RFT(E) update for PES.

General Review and Update.

AEL 116

Sep 19

Pers Pol (A)

BMI, CDT, Soldier Entrant Age,

Transgender Pers Update,

Reinstatement of Officers.

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AEL 120

10 Jan 20

Pers Pol (A)

Regular Army Rejoin Policy, NSV

Review, Reserve Age Update, CW

Country Link Included and General

Update.

AEL 123

23 Apr 20

Pers Pol (A)

Fast-Track Rejoin details added – Annex

M and general update.

AEL 127

03 Aug 20

Pers Pol (A)

Minor amendments to Annex M (fast

track rejoiners) and a general tidy up and

formatting.

AEL 129

15 Oct 20

Pers Pol (A)

Amendments to Annex C: Physical Entry

Standards (E)

AEL 135

20 Apr 21

Pers Pol (A)

Inclusion of Sickle Cell Trait (SCT)

processes, minor amendments to

attestation wording, changes to height

restrictions for AGC(SPS), alignment with

Soldier ToS and ACRs for Reservist

rejoiner and Officer reinstatements.

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VOLUME 2

CHAPTER 40

RECRUITMENT POLICY

Part 1 – Introduction

40.001. Aim. The aim of this chapter is to set out the governance, provenance and

ownership of Army recruiting policy in order to ensure that recruiting activity is conducted

in accordance with current policy and that clear direction is given to Recruiting Group and

the National Recruiting Centre Staff responsible for its implementation.

40.002. Scope. Recruiting policy exists within a variety of publications such as Joint

Service Publications (JSPs), Queen’s Regulations for the Army (QR(Army)), Army

Commissioning Regulations (ACR), Army General and Administrative Instructions

(AGAIs), and Defence Instructions and Notices (DINs). JSP 545 provides Tri-Service

guidance on recruiting; this AGAI (Volume 2, Chapter 40) will provide the Army level

direction that underpins that JSP and therefore will become the authoritative document for

all other Army Recruiting Policy direction. As such it will reference the JSP where

appropriate, but more importantly will provide an overview to all other policy that directs

and influences recruiting activity, and will signpost the documents that underpin that

activity. This document does not include E1 recruiting limitations. These are managed

separately by Department of Personnel (Army) (Pers Pol (A)) and are available from

Employment Branch.

40.003. Special Enlistment Waiver. Pers Pol (A) has the authority to apply a waiver to

all the recruitment eligibility criteria contained within AGAI 40

. This waiver applies to both

Regular Army and Army Reserve, and to both rejoins (for soldiers) and re-instatement (for

officers). AF B203, which should only be used in exceptional circumstances, is a

mechanism to ensure the Army is able to recruit exceptional candidates or those with

specialist or highly sought after skills. The following diagram provides an overview of

those who are involved in the process and at what level of authority is required at each

stage.

With the exception of Nationality and Residency requirements for Security Clearance which must be submitted to Hd Pers Sy (A) as

the Army Risk Manager via the Personnel Security (Army) Secretariat, Imphal Barracks, Fulford Road, York, YO10 4HD.

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a. Sections 1 – 4. Sections 1 – 4 are completed by the sponsor. Section 4

requires the sponsor to choose which element of policy they wish to apply to waive

and will open only those remaining sections which are relevant to that policy area.

The sponsor (usually not below OF4) must sign Section 4 and pass the AF B203 to

the next user.

b. Section 5. For medical waivers, only, Col/SO1 Occupational Medicine (OM) at

ARITC will offer an occupational medicine (OM) assessment and provide a

recommendation on employment. Col/SO1 OM should then pass the form to Work

Force Pol Branch, Pers Pol (A) (WF Pol) who will ensure Section 6 is completed.

c. Section 6. WF Pol will seek Manning Brick advice and endorsement regarding

structural issues.

d. Section 7. For all waivers, the final section is completed by the Competent

Military Authority (CMA). These are shown below and are generally in Pers Pol (A)

with the exception of security and residency waivers, which are handled by Hd Pers

Sy (A). Pers Sy (A) will only advise and provide guidance on a case-by-case basis,

Section 7 to AF B203 waiver will not be completed. Unless stated elsewhere in this

policy an authorised AF B203 will remain valid for 12 months.

40.004 – 40.010. Reserved.

Pers Sy(A)

to ratify

(not AHQ)

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Part 2 – Policy Governance and Assurance

40.011. Policy Governance. This AGAI serves as the single Service policy for Army

Recruitment. It is to be used in conjunction with JSP 545, QR(Army) and AGAIs, with

DINs and ABNs providing secondary policy notes. This AGAI (Volume 2, Chapter 40)

forms part of a hierarchy of policy but principally provides the necessary direction to Army

Recruiting and Initial Training Command (ARITC) Recruiting Branch (RB) to enable them

to conduct recruiting activity. The governance of recruitment policy will be through the

Army HQ Recruitment Policy Working Group (ARP WG) whose aim it is to develop,

implement and assure Recruitment Policy in order to ensure these activities support D

Pers intent to achieve full manning. The governance hierarchy of recruitment policy is

shown in the figure below:

40.012. Policy Assurance. The development of recruitment policy will be managed

through the ARP WG. The ARP WG will report to Hd Pers Pol (A) and will inform the

TESRR

Recruiting Working Group. It may be appropriate that the ARP WG refers

findings and recommendations to higher level decision making committees within the

Army, chiefly the Principal Personnel Officers’ Committee (PPO), however it will also feed

into the workings of the Army Careers Development Executive Committee (ACDEC) and

Army Reserve Manning Delivery Board (ARMDB), the Executive Committee of the Army

Board (ECAB) and the Army Command Group (ACG). The authority for the ARP WG is

derived from the PPO and will operate under the oversight of Hd Personnel(A) as the Army

lead for all personnel issues.

Training and Education Standards, Recruiting and Retention (TESRR) is a staff branch within CDP and therefore will consider Joint

Service policy.

TESRR (JSP 545)

Hierarchy of Policy

Governance and

Reporting

PPO

Committee

Army HQ Recruiting Policy

Working Group

Pers Pol

(WF Pol)

APSG/ Pers

Svcs

ARITC

Pers Sy (A)

Sec (by

exception)

Pers Pol

(WF Pol)

Army Sec

I Dev

DALS

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40.013. ARP WG. The ARP WG will principally look at recruitment policies to ensure

they are relevant and appropriate for the manning situation but, as required, it will also look

across existing and emerging policies that influence, or have the potential to influence,

recruiting activity in order to understand the impact of the changes and ensure they do not

constrain recruiting activity unnecessarily. Pers Pol (A) has the authority to develop and,

once endorsed, implement changes to personnel policy, including recruitment,

employment and discharge and therefore will be the lead for the ARP WG.

40.014. Policy Development and Staffing Process. Should a change to recruitment

policy be required, the proposed change is to be raised at the ARP WG for consideration.

Each policy issue to be raised to the ARP WG is to have a sponsor responsible for

introducing the issue, and subsequently, for ensuring the ARP WG direction is carried out.

Sponsors will also be responsible for advising the ARP WG on the decisions that need to

be made and the appropriate level at which this is to be done. The Chair of the ARP WG

will direct the follow-on work and assign staff leads to ensure cross-branch coherence and

to remove overlap and duplication.

40.015 – 40.020. Reserved.

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Part 3 – Recruitment Eligibility Criteria

Security

40.021. General. All Army personnel recruited from Jan 18

, as a minimum, will

undergo a Counter-Terrorist Check (CTC). In accordance with JSP 440, baseline security

checks using the Baseline Personnel Security Standard (BPSS), a collective term for pre-

employment enquiries made to ensure that suitability has been properly established and

checked prior to Recruitment. The BPSS is the first of a number of levels of personnel

security controls currently available to the MOD the others, conducted by the UK Security

Vetting (UKSV) are the CTC, Security Check (SC), Developed Vetting (DV). The BPSS is

not a security clearance whereas the CTC, SC and DV are all formal security clearances

obtained through the UKSV process. Recruiting Group, utilising BPSS, can authorise

reasonable risk against this criterion to satisfy Service Personnel requirements, and is the

Recruiting Authority for all officers and soldiers, Regular and Reserve.

40.022. Requirement. The minimum security clearance that must be achieved by all

Regular Army personnel (less Gurkha and other overseas applicants) prior to the

completion of Basic Training is CTC. In exceptional circumstances where UKSV have

been unable to progress the CTC before the completion of Basic Training a soldier may be

granted a waiver to Initial Trade Training on the authority of HD Pers Sy(A) Sec. Similarly,

in exceptional circumstances Regular Army Personnel requiring SC or DV whose

clearances were unable to be completed before completion of Initial Trade Training may

be granted a waiver into Fd Army on the authority of HD Pers Sy(A) Sec. Advice can be

sought direct to Hd Pers Sy (A).

40.023. Reserves. Sponsors must apply for CTC

, for all Reserve personnel upon

attestation, where possible. CTC vetting must be completed as soon as is reasonably

practicable and no longer than 12 months from attestation. Should a Reservist

subsequently fail the prerequisite required level of vetting and cannot be employed in any

other CEG, or fail to have had their application successfully processed by the 12 month

point, they are to be discharged under AGAI 49 or QR(Army), para 9.414.

40.024. Eligibility. In accordance with JSP 440 Part 2 Leaflet 7 the level of security

clearance an applicant is eligible to assume is reliant on residency criteria and therefore

will impact upon their employability. The baseline eligibility for security cleared

employment (nationality and residency issues) is as follows, and is summarised at

Annex A

a. Baseline Personnel Security Standards (BPSS). No residency requirements.

b. Counter Terrorist Check (CTC). 3 years residency is required for all

applicants. Those who have not got 3 years residency immediately prior to

application may be considered by Pers Sy (A) Sec on a case by case basis for a

reduced residency requirement. It is not possible to conduct a CTC without some

period of UK residency.

In line with DInfo/ArmyCIO/ExecOutput/97 Implementation Of Counter Terrorism (CT) Checks For Army Recruits, dated 22 Nov 17.

or where necessary SC/DV.

This includes British dependant territories, British Overseas citizens, or a British subject under the British Nationality Act 1981, and

Irish citizens.

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c. Security Check (SC). 3 years residency.

d. Developed Vetting (DV). In cases where individuals require DV immediately,

there is a minimum of 5 years UK residency before application for British citizens and

6 years for dual British/ other nationals. Commonwealth nationals (except active 5-

eyes transferees) will generally require 7.5 years’ residency.

e. Dual Nationals. Applications from individuals with dual nationality will be dealt

with on a case by case basis. Certain combinations, for example those involving

threat countries may require more than the minimum residency and will require

greater consideration. These individuals should be discussed with Pers Sy (A) Sec.

Those with Dual British nationality should refer to para 40.028.

f. Enlisting at Risk. All elements of the recruiting pipeline remain essential to

confirming the eligibility and suitability of candidates for Army service. The single

change that has been approved by COS Fd Army is to permit Regular and Reserve

candidates to be enlisted and to commence training once all information gathering

aspects of Pre-Employment Checks have been completed and an application for

Disclosure Scotland/SC/DV/CTC has been submitted rather than preventing

enlistment until the results of the application have been received. If recruits

subsequently fail the prerequisite required level of vetting and cannot be employed in

any other CEG they are to be discharged under QR(Army), para 9.414.

40.025. Entry to Royal Military Academy Sandhurst (RMAS). Officer candidates with

insufficient residency for SC are permitted to start RMAS on a BPSS if they meet the

criteria to apply for SC no later than the 9 month point of the course. They should

undertake training with the same caveats as overseas cadets. RMAS should apply for

their SC at the earliest appropriate opportunity prior to the 9-month application cut-off point

of the course; the candidates should therefore receive SC prior to Initial Trade training. If

they are denied SC they are to be discharged as a defect on enlistment or may be offered

an opportunity to transfer to the ranks (into a trade that does not require SC).

40.026. Waiver to Security Requirements.

a. For security requirments, see Annex A.

Nationality and Residency

40.027. General. In order to be eligible for entry into the Army, candidates must either

be a British Citizen (including dual nationality), an Irish or Commonwealth citizen or

recruited as a Nepalese citizen under the terms of the Brigade of Gurkhas Policy

Directive

40.028. British Nationality. As a rule, most individuals born on or after 1 January 1983

in the UK or a qualifying territory, and to a parent who is a British citizen or legally settled

in the UK, will be British citizens. They should not be considered in the same category as

This is derived from the British-Indian-Nepalese Tri-Partite Agreement (1947).

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Foreign and Commonwealth applicants as they are neither foreign nor citizens of a

Commonwealth country.

a. There are 6 different types of British nationality. These are:

(1) British citizenship.

(2) British overseas territories citizen.

(3) British overseas citizen.

(4) British subject.

(5) British national (overseas).

(6) British protected person.

b. Eligibility and immigration status of British Nationals. In all cases, those

with any British nationality are eligible to join the British Army. However, not all

British nationalities confer the automatic right to live and work in the UK. Therefore,

Regular recruits with these nationalities would have their passports stamped with

‘exempt immigration controls’ for the duration of their regular service. Those wishing

to join the Reserves would first have to demonstrate that they have settled status in

the UK (Indefinite Leave to Remain (ILR) or Indefinite Leave to Enter (ILE)) before

enlistment in the Army Reserve as a secondary employment, see para 40.030. In

this sense, these types of British nationality are similar to F&C applicants but would

not have to be part of any residency waiver scheme due to their British nationality.

The numbers involved are likely to be small as the majority of British dependent

territories citizens automatically became British citizens in 2002. All are eligible to

hold a British passport and so would not face the restrictions on deployment

experienced by some Irish and Commonwealth citizens.

c. Residency and security requirements of British Nationals. Security

requirements exist entirely separately to the type of British nationality an individual

holds. Even British citizens must meet the minimum residency requirements laid

down in Annex C to JSP 440 Part 2 Leaflet 7, dependent on role. For example, a

British citizen who was born in the UK but who has lived abroad for many years (e.g.

as expatriates or overseas workers) would still require a waiver if they did not fulfil the

residency requirements for their proposed role in full. It is impossible to provide a

clear set of eligibility for waived residency but factors will include the age of the

applicant, the territory they are resident in, whether they have relatives who are

resident in the UK, and their degree of financial independence.

40.029. Foreign

and Commonwealth

. The Home Office is allowing, until further

notice, applicants that have the aptitude to be employed across the Army, focussing on

areas of ‘greatest manning need’, within the limits of National Security Vetting (NSV)

restrictions. The number of places and trades available will be subject to change and

The term foreign relates to candidates with Irish citizenship.

A list of Foreign and Commonwealth countries, as determined by the Council of Commonwealth Heads of Government, is at Annex B.

AGAI Vol 2 Ch 40 RECRUITMENT POLICY April 2021

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AEL 135 40/3-4 AC 60974/2

coordinated, in accordance with Home Office direction, by Pers Pol(A). Until further

notice, there is no requirement to demonstrate prior UK residency when completing

applications to enlist.

40.030. Army Reserve Applicants. A candidate will normally be eligible if:

a. They are a UK Citizen and hold a full British Passport or are an Irish citizen

resident in the UK, or:

b. They hold Commonwealth citizenship and have Settlement (Indefinite Leave to

Remain (ILR) or Indefinite Leave to Enter (ILE)

) in the UK at the time of application

to join

and will be resident in the UK on enlistment

. Citizens of the Republic of

Cyprus and Malta may join the Reserves without Settlement (ILR/ILE) as EU

citizenship confers the right to live and work in the UK. They currently require CTC

and therefore 3 years of residency.

c. They hold a Foreign or Commonwealth nationality provided that they have had

at least 4 years’ reckonable service in the Regular Army and have Settlement

(ILR/ILE), and will be resident in the UK on enlistment

d. Reserve Service. Persons serving in the reserve of the Royal Navy, Royal

Marines, Royal Air Force or the Police Service of Northern Ireland (PSNI) may not

enlist unless approval has been given by the appropriate department of the Ministry

of Defence to the officer in charge of the authority administering the reservist.

Approval is to be obtained by the unit by a submission in the form of the

memorandum shown in AFE 20034.

e. Merchant Navy. Members of the Merchant Navy may enlist only if the unit is

satisfied that the candidate can reasonably be expected to fulfil their training liabilities

and be available for mobilisation.

40.031. Citizens of Botswana. Botswana is a Commonwealth country. However, the

Botswana Government has ruled that their citizens are not permitted to join the Armed

Forces of another country. Those that do will face arrest and subsequent prosecution

should they return to Botswana unless they are in possession of a Presidential letter of

authority providing them with exemption. As such:

a. Recruiting Group must not recruit citizens from Botswana who do not

have a Presidential letter of authority.

40.032. European Union citizens. EU citizens are not eligible to join the UK Armed

Forces with the exception of Ireland, which enjoys special status, and Cyprus and Malta,

which are Commonwealth countries.

ILR and ILE are the same immigration status and are known as ‘settlement’.

Those resident overseas can begin the application process as long as they fulfil all the other criteria and have Settlement.

UK, Isle of Man, Commonwealth and Republic of Ireland citizens resident in Germany (including a BFPO addresses) may enlist into

412 Troop RE Army Reserve. UK, Commonwealth and Republic of Ireland citizens resident in the Channel Islands may enlist into the

Jersey Field Squadron RE (M).

UK, Commonwealth and Republic of Ireland citizens resident in Germany (including a BFPO addresses) may enlist into 412 Troop

RE Army Reserve. UK, Commonwealth and Republic of Ireland citizens resident in the Channel Islands may enlist into the Jersey Field

Squadron RE (M).

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40.033. Passport Validity. Overseas applicants must hold a passport valid for 2

years

on application and 18 months on enlistment.

40.034. Waiver to Immigration Status and Residency Requirements. From 16 Nov

18 onwards and until further notice, there is no requirement to demonstrate residency for

CW and British Overseas Territory Citizens (BOTC) applicants. Following a change in

Defence security policy from 1 Jan 18, all Army entrants (less Gurkhas) require a National

Security Vetting (NSV) standard of Counter Terrorism Check (CTC) on enlistment. CTC

requires an individual to have been resident in the UK for up to three years to accrue

sufficient background information for the check to give the necessary level of assurance.

To unlock this barrier, the Army will conduct an alternative assessment, Entry CW Security

Standard (Entry CWSS), which is similar to the current Basic Personnel Security Standard

(BPSS). Entry CWSS will be used to screen and provide assurance until a full CTC is

conducted, no later than the 3

anniversary of the individuals’ enlistment date. All CW and

BOTC SP are to be carefully monitored and tracked throughout their service to the point in

which they acquire the appropriate level of NSV. In addition, rigorous ID checks will be

carried out at multiple points within the Recruiting Pipeline, ensuring the

applicant/candidate/recruit is the individual to whom the Letter of Invitation was issued.

From arrival at Basic Training CW and BOTC SP will be clearly identified on JPA using the

‘Assignment Restrictions’

tag, throughout their career until the point in which they have

obtained the minimum NSV level of Security Clearance.

Age

40.035. Soldier Entrants. The minimum age a person may begin the formal selection

process for the Regular Army is 15 years 7 months. Furthermore, a person may not be

enlisted before the age of 16.0 years and before officially leaving school. Other than those

enlisting to RCAM and the QARANC, candidates for the Regular Army must not exceed

the age of 36.0 on the date of enlistment. RCAM candidates may be 36 yrs 11 months at

the date of enlistment.

40.036. Parental Consent. In accordance with JSP 830 Part 1 Chapter 18, for a

person under the age of 18 years to enlist in the Army, signed consent

of either parents,

a guardian or person with parental responsibility must be obtained before the application

can proceed. By exception, if a candidate arrives at the Army Careers Centre for the Army

Brief/Interview without consent, the Careers Adviser may phone the parent and request

email confirmation to continue with the meeting. If no confirmation can be obtained, the

meeting must be cancelled and re-scheduled when consent can be provided. In extremis,

a recruit over the age of 16 years and under the age of 18 years may be enlisted without

anyone’s consent if no appropriate person exists.

40.037. Care and Supervision Orders. Candidates who are the subject of care or

supervision orders which have been made for reasons other than for the committing of a

crime, eg because of parental neglect or in need of care and protection, may be

Reduced from 4 years on ARPWG direction. DM(A)/15_Policy_Recruiting Pol dated 23 Mar 16 refers.

JPA Request for Change has been submitted; this option is currently not available; once live on JPA, PERS POL(A) will inform all

stakeholders.

Recruiting Branch administer consent forms, which require a parental ‘wet’ signature, returned to RB who scan and record for audit

and assurance.

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considered for entry before the court order has run its full course, provided they appear

suitable in all other respects, and possesses a Letter of Recommendation from the Local

Authority. The Local Authority letter of recommendation is held electronically on

recruitment ICT. Signatories to the letter of authority are as follows:

a. Where the candidate is the subject of a Care Order the only signature required

is that of the person authorised by the Local Authority concerned.

b. Where the candidate is the subject of a Supervision Order, the signature of a

person authorised by the supervising authority is necessary in addition to the

signatures referred to above. The date of expiry of the order is also to be given.

40.038. Officer Entrant. As a rule, all civilian candidates seeking a commission in the

Regular Army should be over 17 years and 9 months and under 30 years on entry to

RMAS. Exceptions apply to Officer entry to Welbeck (14yrs) and Army Officer Scholarship

Scheme (15yrs). Confirmed cadets will be accepted on a case by case basis up to the

age of 16.

40.039. Reserves. Guidance on the age of entry for the reserves is contained in

Reserve Land Forces Regulations, the key points to note are as follows:

a. Minimum Age.

(1) Reserve Officers. The minimum age for appointment to a commission is

18 years (21 years for QARANC). All Reserve officer candidates must be over

18 years old before they attend AOSB Main Board. Exceptions apply to those

applying to complete a Gap Year Commission.

(2) Reserve Other Ranks. The minimum age for soldier entry into the Army

Reserve is 18 years; candidates may now apply online 3 months prior to their

birthday. This will enable an Army Reservist to enlist at 18 years of age or

as soon as practicable thereafter. Responsibility for nurturing under 18 (U18)

Reserve candidates lies with the National Recruiting Centre Candidate Support

Managers and the Army Careers Centres. U18 candidate nurturing is to take

place under the direct supervision of Disclosure and Barring Service cleared

staff at ACCs or Outreach Teams. Only once the candidate has reached the

age of 18 years are Reserve units to take on the role of nurturing.

b. Maximum Age. For Reserve Group A soldiers and officers, the maximum age

for enlistment is as follows:

(1) Reserve Officers. The upper age limit for appointment to DE

commissions on entry to RMAS on Module C of CC(S) is the day before the

candidate’s 50th birthday.

(a). Candidates who have previously held a commission in the Regular or

Reserve Forces of the Crown or the Commonwealth may be considered

on a case-by-case basis by the relevant A&SD and authorised by Head

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Personnel (Army) up to the day before their 57th birthday in order for a 3

year assignment to be completed.

(b). The upper age limit for Specialist Commissioning is the day before

the candidate’s 55th birthday.

(c). The upper age limit for a soldier commissioning through the Senior

Soldier Entry (SSE) process is the day before their 50

Birthday.

(2) Reserve Other Ranks. The upper age limit for civilian enlistment is the

day before the candidate’s 43rd birthday. The upper age limit for serving and

ex-Regular/Reserve soldiers is the day before the candidate’s 52nd birthday.

The upper age limit for civilian candidates seeking a specialist entry into the

Army Reserve is the day before the candidate’s 50th birthday.

Medical and Physical Entry Standards

40.040. Medical. Medical examiners (ME) are to refer to the detailed guidance on

recruitment medical standards and grading of candidates contained in JSP 950 Part 1

Leaflet 6-7-7 Section 4. AGAI 78 contains further detail on the entry and retention

requirements for Officers (Chapter 3) and Soldiers (Chapter 4). Pre Service Medical

Assessment (PSMA) is to be conducted by Recruiting Group medical staff for all streams

covered under the RPP Demand Plan. PSMA re to be conducted at Assessment Centre

(ACs) or similar ARITC facilities.

a. Serving Soldiers and Candidates who left Regular Service less than 12

months prior to application into the Army Reserve. Current or discharge grading

of Medically Fully Deployable (MFD) or Medically Limited Deployable (Permanent)

(MLD(P)) is acceptable. Candidates will not need to undertake a medical.

b. Candidates who left Regular Service more than 12 months and less than 6

years prior to application in the Army Reserve. Discharge grading MFD or

MLD(P) is acceptable. The candidate will complete the National Recruiting Centre

(NRC) online medical questionnaire

which seeks to identify whether the candidate

meets the Army medical eligibility criteria

. The NRC will arrange a physical medical

examination for the candidate at one of the Assessment Centres around

. Cost for

travel by public transport will be met by the NRC.

40.041. RFT(E).

a. General. The Role Fitness Test on Entry (RFT(E)) test protocols and standards

are owned and set by Prof Dev. They are summarised at Annex C to this AGAI.

RFT(E) is to be conducted at Assessment Centre (ACs) or similar ARITC facilities

and is to be conducted and supervised in line with current physical testing policy.

Soldier (Regular and Reserve) candidates will be required to meet the RFT(E)

OCED – on-line candidate eligibility declaration; OCMD on-line candidate medical declaration.

JSP 950.

Medicals are conducted at Assessment Centres at Belfast, Glencorse, Lichfield, Pirbright and AOSB.

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standard for whichever capbadge and trade they are seeking entry into. DE officer

candidates (Regular and Reserve) will be required to meet the GCC RFT(E)

standard. PQO candidates will be required to meet the appropriate RFT(E) standard

for whichever Corps they are seeking entry into. Candidates who cannot attempt

RFT(E) due to an unknown SCT status may not progress to training until either their

SCT status is known and they are able to conduct the RFT(E) or they have

completed the appropriate physical training build up package through the Soldier

Development Course (SDC) or a similar pathway.

b. RFT(E) and rejoiners. Any rejoiner candidate who is moving from one

capbadge or trade to another which has a higher RFT(E) standard, including a

Regular capbadge to a different Reserve capbadge, will be required to complete an

RFT(E) and will be required to meet the RFT(E) standard for whichever capbadge

and trade they are seeking entry into. Candidates who fail to meet the RFT(E)

standard are to be offered a re-test in accordance with para 40.043. If they fail to

meet the appropriate standard again their application is not to be allowed to proceed

and they are to be advised to seek an alternative capbadge or trade.

c. RFT(E) Re-Testing. Where an applicant fails to gain the necessary result for

their preferred capbadge or trade, and provided that in all other respects they are

suitable for that role, Assessment Centre Interviewers may defer the applicant for a

RFT(E) re-test. Applicants must repeat all parts of the RFT(E) not just that in which

they have failed to gain the correct result. RFT(E) re-tests can be attempted subject

to:

(1) A minimum deferral period of 14 days between tests.

(2) Agreement from the Physical Training Instructor that there is a reasonable

chance of success. This may include a recommendation for a specific period of

remediation, which is not to exceed 6 months.

40.042. Body Mass Index (BMI). Agreed Joint Services entry standards for BMI, a

measure of the ratio of weight (kg) and height (m) recorded in units of kg/m, are described

in detail in JSP 950 Part 1 Section 3 Annex C. Joint Medical Policy allows for single

Service adjustments during selection through single Service Medical Entry Staff. With the

endorsement of SHA(A) and Col OM, the Army applies a degree of flexibility in BMI

standards in order to maximise the number of suitable applicants progressing through the

recruitment process. This flexibility is based on a candidate’s full Body Composition

Measurement (BCM) consisting of Waist Circumference (WC) together with BMI, and their

associated risk of long-term ill-health based on NICE guidelines

40.043. BMI, WC and RFT(E) Entry Standards for Basic Training and

Commissioning Course (CC)

. All candidates with a BMI of between 18.0 and 29.9 who

pass RFT(E) may proceed direct to Basic Training. Candidates with a BMI Between 30.0

and 32 need to have WC measured. Those with a WC of up to 98cm in males or up to

84cm in females may proceed to Basic Training providing they passed all elements of

RFT(E). Those with a BMI of 32.1 to 33.5 and a WC of 98.1 to 101.9 cm in males or 84.1

NICE Guidelines.

This policy does not remove the ability for SPSOs to waiver candidates, providing their BMI is below 33.6.

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to 87.9 cm in females may proceed to attend the Soldier Development Course (SDC) for

soldiers eligible for Standard Entry, or the Leadership Development Course (LDC) for

Officers, providing they passed all elements of RFT(E). To enable subsequent

qualification to attend basic training the BMI is to be reduced below 32.1 (WC for males ≤

98 cm, WC for females ≤ 84 cm). Table 1 below gives more clarity on the candidate types

and route to Basic Training or Commissioning Course.

Ser

Candidate

Type

BMI Range

Waist

Circumference

RFT(E)

Destination

(a)

(b)

(c)

(d)

(e)

(f)

Male &

Female SE

18 - 29.9

Not required

PASS

Direct to Basic

Training

Male SE

30 - 32

≤ 98 cm

PASS

Direct to Basic

Training

Female SE

30 - 32

≤ 84 cm

PASS

Male SE

32.1 - 33.5

98.1 - 101.9

PASS

Load to

SDC or LDC

Female SE

32.1 - 33.5

84.1 - 87.9 cm

PASS

Male &

Female SE

≥ 33.6

N/A

PASS

or FAIL

Fail / MPC

Recommendation

Table 1: Entry Standards for Basic Training, Soldier Development Course (SDC) and

Leadership Development Course (LDC).

40.044. Standard Entry Soldier Selection. Medical Examiners (ME) at the Pre-

Service Medical Assessment (PSMA) are authorised to allow candidates of 18 years of

age

and over to proceed to day 2 of the soldier selection to conduct the 2km run

(RFT(E)) when they are deemed medically fit and have a BMI no greater than 33.5 and no

less than 18.0. This direction does not remove the requirement for the candidates to

ultimately meet the Joint Standard prior to entering service and starting Basic Training.

a. Reservist Medical Boards. A full medical board, conducted under the terms of

AGAI 78 Army Medical Employment Policy Appendix 4, and requested through a

Regional Occupational Health Team within Defence Primary Health Care, is to be

held on all applicants who are in receipt of a disability pension of 20 per cent or more,

from whatever source, or who were discharged from former service on medical

grounds.

b. All previous medical documents are to be made available to the board who,

after completion, are to record their finding on F Med 23 and complete App 9 to AGAI

78 Army Medical Employment Policy .

c. On completion of the medical board, all medical documents and AFB 203 are to

be passed to the Comd Med at Div HQ for a ruling. If an applicant is accepted for

*Candidates may still be at high risk of injury. Monitoring required for drops in performance that may be attributed to having a high

BMI/WM.

Candidates who are under 18 must have a BMI of 17 - 29.9. They are not eligible for waist circumference adjustment or SDC loading.

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service, the unit is then to submit the documents, with the other enlistment

documents, to the relevant recruiter for further action.

Reservist Below Medical Standard.

d. Medical Procedures. Candidates who declare medical histories during the

recruiting process which require special consideration on medical grounds (eg a

need for specialist opinion and/or Service occupational medicine assessment) will be

identified in the application process and managed appropriately by the National

Recruiting Centre. All ranks can attend Arms Selection Boards without having

undertaken a medical examination, but a medical examination is required before

undertaking physical selection tests.

e. Professionally Qualified Applicants (Soldier entry). Application for Special

Enlistment Authority for professionally qualified individuals who are below normal

entry criteria must be made using the Army Form (AFB203) procedure. The Chain of

Command is to submit documentation via the respective Head of Capability to Pers

Policy (A) for consideration. Applicants are not to be attested until Pers Policy (A)

has given authority.

40.045. Maternity Policy and Recruitment. The Army’s overarching policy for the

management of pregnant personnel, including during recruiting and selection, is that

women are not to be treated less favourably because they are pregnant or for any other

reason connected with pregnancy. Medical entry policy for pregnancy is covered in Annex

J to Section 4 of JSP 950 Part 1 Leaflet 6-7-7. Candidates who declare pregnancy prior to

enlistment are unfit for service and should have their application deferred for the period

specified in JSP 950

. Those who declare they are pregnant after enlistment should be

graded L4E6 and managed in accordance with current single-Service policies.

40.046. Waiver to Medical Entry Standards. Exemptions to the medical entry

standards may be granted by Pers Pol(A) in exceptional circumstances and as a

mechanism to ensure the Army is able to recruit exceptional candidates or those with

specialist or highly sought after skills. Applicants for Professionally Qualified Officer

(PQO), Specialist Reserve Officer (SRO), Professionally Qualified Soldier (PQS) roles,

Bandsmen or technical CEGs on the Regular Army Targeted Loading Group (TLG) are

more likely to be applicable to this definition. From 1 Sep 18 candidates who have

completed Basic and Initial Trade Training but do not meet the minimum medical standard

of MFD by in-Service standards will no longer be considered for waivers into Fd Army on

the AF B203 - Application for Special Enlistment Authority. Such applications must be

made using the AF B203A

- Application for Medical Employment Waiver on Initial

Assignment, this is a AGAI 78 directed process. Applications made using the AF B203 -

Application for Special Enlistment Authority should be staffed to WF Pol in the first

instance. The process is as follows:

Stage 1. Sponsors input.

This is subject to regular review and therefore the period of deferral is not specified here.

By exception, and during periods when ARITC Occ Med SMOs are not available, Initial Trade Training (ITT) officers and soldiers can

be assigned to their respective units with prior approval from WF Pol. For this to take place, the unit MO and both CO’s must have

agreed to the assignment at medical risk.

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Applications are to be sponsored by the receiving Commanding Officer who will be

responsible for employing the individual in their unit. The sponsor is required to

complete Sects 1-3 and pass the application to the Assessment Centre (AC) ME. It

is essential that the sponsor incorporates adequate detail on progress to date in

terms of the medical screening process and as much justification as possible

inorder to provide sufficient information for an occupational medical

recommendation to be offered. The minimum information required includes:

a. Proposed duties and responsibilities.

b. Proposed hours and patterns of work.

c. The precise proposed role and location.

d. Any special requirements of the proposed role.

e. Sponsors must also ensure that all application have been fully medically

screened and assessed through the normal NRC application process. This

includes exhausting all appeal options and in most cases, will require

completion of a face-to-face medical (PSMA). These are essential preliminary

information gathering stages that will inform the eventual Army Recruiting and

Initial Training Command (ARITC) Occupational Medicine (OM)

recommendation. However, if it is unequivocally fixed from the outset that

a Level 2 appeal will not be upheld, ARITC OM would welcome early

dialogue with the sponsoring unit.

Stage 2. The AC (or equivalent) ME completes Sect 4b with non-medical in

confidence details.

Stage 3. The sponsor must then sign the application at Sect 4b before forwarding to

WF Pol in Pers Pol(A).

Stage 4. WF Pol will conduct review the application to ensure policy compliance,

returning it to the sponsor where additional input to stages 1-3 is necessary, before

forwarding to Col/SO1 OM at ARITC.

Stage 5. Col/SO1 OM will complete Sect 5 with recommendations and either support

or not support the waiver before returning it to WF Pol who will forward to the relevant

manning representative.

Stage 6. The manning representative will comment on structural issues within the

relevant rank / trade including:

a. Current manning in the CEG/trade cohort and sponsoring unit.

b. The likely gainful employment of the candidate in their CEG/Trade role

given the maximum permissible JMES indicated.

c. The likelihood of career advancement in trade, completion of CLM and

promotion.

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d. Any other specific information that the Manning Brick feels appropriate to

shape and inform the final Empl decision whether or not to permit the sponsor

to employ the candidate.

and either support or not support the waiver before returning the waiver to WF Pol in

Pers Pol(A).

Stage 7. WF Pol will review the case before endorsing or rejecting the application.

The final decision will be sent to the sponsor, ARITC OM and manning

representative. Where an application is upheld the ARITC OM recommended JMES

is the highest possible medical grade in which the candidate can be employed

without MO consultation with Col/SO1 OM ARITC. It is the sponsor’s decision

whether to then proceed if authorised to do so, if the candidate is recruited, a copy of

the AF B203 - Application for Special Enlistment Authority must be uploaded into the

PAPMIS documents library. It is the sponsors responsibility to communicate Pers Pol

(A)’s employment decision to the applicant.

Unless otherwise stated by Pers Pol (A) on an approved AF B203, the waiver will remain

valid for 12 months from the date of authorisation

. The AF B203 is not the appropriate

mechanism for the submission of applications from Serving personnel for Late Entry

Commission in the Regular Army

or Senior Soldier Entry Commission into the

Reserves

40.047. Height Requirements. Due to anthropometric considerations, the minimum

height for entry to the Army is set at 155cm

. Certain Job Codes and Career Employment

Groups (CEG) are exceptions to this rule as follows:

Ser

(a)

Arm/Service

(b)

Height Minimum/Max

(c)

AAC Aircrew

167 - 193cms.

RLC Chef, Mariner, Ammo Tech Postal

& Couriers and Mov Con

148cms

RCAM

148cms

AGC (SPS)

148 cms

40.048. Waiver to Height Requirements. There may be occasions where a candidate

is just under the minimum, and they are declared “committed” to a particular employment.

Exemptions to the height requirements may be granted by Pers Pol (A) and applications

are to be made using the AF B203 - Application for Special Enlistment Authority in

consultation with the relevant SPSO.

After which L5 graded individuals will need to further apply for retention in line with the extant medical employment policy.

Such application should be made in line with 2018DIN01-022.

Such application should be made directly to PERS POL(A) Pol in line ACRs, Part 2, SSE pathway.

MAN SV acceptance User Requirement was stated as operators need to be within 5

to 95

percentile.

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Education Selection Standards

40.049. Officer Entrants’ Educational Standards. The Universities and Colleges

Admissions Service (UCAS) system for Direct Entry officers (Regular and Reserve) is set

at 72 UCAS points. The number of subjects that contribute to UCAS 72 is restricted to the

candidate’s best three subjects with a minimum of two subjects at National Level 3 or

National and International equivalents. A first degree is no longer accepted as an

automatic waiver to UCAS attainment. New Level 3 Qualifications, T Levels, will be

introduced from Sep 2020 and will attract UCAS tariff points. The lowest grade pass for a

T Level will attract 72 UCAS tariff points, meaning a T Level qualified candidate will meet

the academic standards.

40.050. Soldier Entrants’ Educational Standards. In line with Section 6.2 of JSP 822

the Army adopted Functional Skills (FS) awards in Sep 12 as the measure for

demonstrating Literacy and Numeracy (L&N) skills attainment

. The L&N standards for

entry are shown in the following table:

Timing

Minimum Standards

FS (English)

Speaking &

Listening

FS (Maths)

Regular (On

enlistment)

EL2

At start of Initial Trade

Training

EL3

Reserves & MPGS

EL3

In addition, Mandatory Academic Qualifications (MAQ) for certain employment categories

are set by the respective Heads of Capability and the detailed standards are contained

within the relevant Arms/Corps job profiles on recruitment ICT for both Regular and the

Reserves. MAQs are normally shown as English qualifications on the job profiles, but

equivalent qualifications are also accepted. Applicants who have not completed

secondary education (due to expulsion or traveller lifestyle) may be processed providing

they pass all mandatory entrance tests. The selection and testing process is owned by RB

and includes the following:

a. Employability Aptitude Test. A candidate’s eligibility to train for a role will be

determined by the results achieved in the Employability Aptitude Test. The test score

determines the General Trainability Index (GTI) of an individual which in turn links to

the CEG entry standards. A test score is valid for 24 months. These entry standards

are set by the Heads of Capability and are given directly to ARITC. Current

Functional skills are defined as “the core elements of English, mathematics and ICT that provide an individual with essential

knowledge, skills and understanding to enable them to operate confidently, effectively and independently in life, education and work.”

The MOD has adopted FS provision and awards for all Armed Forces personnel, wherever they are stationed – unless local

arrangements make this impracticable and appropriate equivalent qualifications are available and acceptable to Service requirements.

In accordance with MOD (TESRR) direction, ARITC retains the flexibility to adjust recruit entry standards to meet Army requirements.

This flexibility is given on the assurance that the minimum L&N standards for all those joining Phase 2 training will be enforced and

delivered, within resources.

Whilst Regular soldiers have the duration of their Phase 1 training to reach EL3, Reserves and MPGS do not and therefore are

required to join at a higher level for both L&N.

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requirements are contained in Annex D. Candidates can attempt the Employability

Aptitude Test a maximum of three times and there must be a minimum of 28 days

between tests.

b. Functional Skills Assessment (FSA). Unless exempt (previous attainment of

A*-C

in English and maths), the Army requires all candidates, including those for

the Army Reserve, to undertake Functional Skills Initial Assessments to establish

their level of literacy and numeracy. Regular candidates must achieve Entry Level 2

or above. Army Reserve candidates must achieve at least Entry Level 3. All those

with literacy or numeracy skills assessed at EL1 or below, irrespective of finishing on

time or not, are to be deferred entry. Candidates must also pass the English

Speaking and Listening Test at Level 1 or above. Testing is carried out at the

Assessment Centre (AC) and test results are only valid for 24 months from the date

of the pass. Candidates can attempt the FSA a maximum of three times and there

must be a minimum of 28 days between tests.

c. Technical Selection Test (TST). In addition to the British Army Recruit Battery

(BARB) test, those applicants considered eligible for a technical CEG will be required

to take the Technical Selection Test (TST). The respective Capability/Arms and

Service Directorate will set the TST and the outcome of this will confirm a candidate’s

suitability for technical training and hence the score required varies depending on the

CEG the applicant is entering. Candidates can attempt the TST a maximum of three

times and there must be a minimum of 28 days between tests. Any rejoiner candidate

who is moving from one capbadge or trade to another which is classed as technical,

including a Regular capbadge to a different Reserve technical capbadge, will be

required to complete a TST. The outcome is to be recorded on DRS and the

candidate is to meet the appropriate standard for the new capbadge, otherwise their

application is not to be allowed to proceed and they are to be advised to seek an

alternative capbadge or trade.

On failing a third attempt at any of the educational assessments, a candidate’s application

is to be rejected. A minimum of 12 months must then pass before a candidate can re-start

the application process.

40.051. Academic Qualification Waiver. AOSB civilian entrants who fall into the

following categories may, if they are otherwise of a very high standard, be considered by

the AOSB Senior Educational Advisor

for a qualifications waiver on a case by case

basis:

a. Applicants unable to meet the educational entry standard (180 UCAS).

b. Applicants who are unable to prove their academic credentials. (Noting that

‘certified statement of results’ will be accepted in lieu of original academic

qualification certificates).

From 2017, students in England will sit reformed English and Mathematics GCSEs graded from 9 (highest) to 1. The equivalent of A*-

C will therefore be grades 9-4.

This does not require PERS POL(A) endorsement.

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c. Applicants who have been educated overseas and are unable to prove their

academic credentials

Diversity and Inclusion

40.052. General. The Army is committed to the continuing development and use of

Service policies, practices and procedures which, within the framework of the law, seek to

eradicate discrimination against any group or individual, whether military or civilian, on

unlawful grounds. Every possible step is to be taken to provide genuine equality of

opportunity to all personnel, and all who seek to undertake a career in the Army.

40.053. Key Tenets. The key tenets of the Army policy on D&I are covered in AGAI 75,

and is owned by PERS POL(A) Employment Branch. It covers compliance with the

Equality Act 2010 and the Army’s obligations under the Public-Sector Equality Duty which

require action that seeks to eradicate discrimination and advance and promote equality of

opportunity. It also provides the definitions, policy and guidelines on the personal

characteristics that are protected in law, and to which the Army must comply. These

include:

a. Race.

b. Religion, belief or non-belief.

c. Gender.

d. Sexual Orientation.

e. Gender Reassignment.

f. Marriage and Civil Partnership.

g. Pregnancy and Maternity.

Customer-facing recruiting and selection staff are uniquely positioned to present the Army

as a demonstrably inclusive employer, committed to identifying real talent and potential.

This requires them to understand and challenge their own prejudices and unconscious

bias

to ensure they do not discriminate, nor make snap judgements on suitability based

on unprotected characteristics such as socio-economic group, appearance or background.

ARITC are to ensure that all such staff are appropriately trained.

40.054. Transgender Personnel. The policy for the recruitment and management of

Transgender personnel in the Armed Forces is laid down in JSP 889 and must be referred

to in all cases during the processing of any transgender applicant. Potential recruits may

reveal that they are transgender or be found to be undergoing, or to have completed,

treatment at the initial medical examination. Applications to join the Armed Forces from

transgender people should be processed in the same way as any other application. It

Candidate Support Managers for individuals from overseas can apply to UK National Recognition Information Centre (NARIC) to have

their qualifications assessed and a statement of comparability issued. More detail is available from https://www.naric.org.uk/naric/

Unconscious bias is a bias that happens automatically and is triggered by our brain making quick judgments and assessments of

people and situations, influenced by our background, cultural environment and personal experiences.

AGAI Vol 2 Ch 40 RECRUITMENT POLICY April 2021

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would be unlawful to reject an applicant because he or she is a transgender person but

they must meet the medical entry standards. Advice should be sought from the Army D&I

policy lead, SO1 Diversity in Pers Pol(A).

Dress and Appearance

40.055. General. Detailed guidance on Dress and Personal Appearance is contained in

AGAI 59.

40.056. Religious Dress. The Armed Forces recognise different religious beliefs and

equally the need to observe specific codes of dress in accordance with particular religions.

Special religious and cultural considerations for wearing uniform are contained at Annex B

of AGAI 59.

40.057. Tattoo and Body Modification. The policy on tattoos and body modification is

owned by Army Pers Cap (Pers Svcs) and is contained in 2015DIN01-058. It is Army

policy that a person with tattoo marks which, because of size, position or nature, are

unacceptable and detrimental to the Service may be ineligible for enlistment, re-enlistment

or continued service in the Army. Similarly, certain piercing, because of size, position or

nature, may render a person ineligible for enlistment, rejoin or continued service in the

Army. Unacceptable tattoos may result in an application being made for discharge under

QR(Army), Paragraph 9.414 (Services No Longer Required). Further guidance is provided

in the ARITC RB (PST) Tattoos and Piercings Booklet.

40.058. Waiver to Dress and Appearance. A case can be made to Pers Pol (A) on an

AF B203 - Application for Special Enlistment Authority to waive dress and appearance

requirements where it is in the interests of the Service to do so. This may apply in cases

where applicants possess specialist or highly sought after skills.

Financial Considerations

40.059. Security Clearance and Credit Reference Check. Only candidates requiring

security clearance will automatically receive a financial background check, which may or

may not result in the candidate being given security clearance. It must be remembered

that while financial difficulties may not constitute a security risk, they may be an indication

of conduct which is incompatible with service life. As part of the security clearance, a

credit reference check for all candidates over the age of 19 years is required. The check

may reveal serious financial difficulties and the existence of any unpaid County Court

Judgements against a candidate.

40.060. County Court Judgements. Existing County Court Judgements (CCJ)

(England and Wales) or Decrees (Scotland) are not a bar to enlistment. Applicants are to

provide evidence to recruiting staff of compliance with any CCJ payment plan.

Discipline and Conduct

40.061. General. Discipline and conduct is a complex area affecting recruitment and is

based on an array of MOD policy, single Service policy and legislation. Recruitment staff

are to ensure they fully understand the relevant JSPs, AGAIs and Acts governing eligibility,

safeguarding and rehabilitation, which are hyperlinked in this AGAI wherever possible.

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This will ensure that the Army complies with legislation but also does not exclude

candidates unnecessarily.

40.062. Pre-employment Referencing and Employer Consent. References are no

longer required as part of the pre-employment check process, excluding professional

references. The Army Reserve does not require Civil Servants and Public Service

employees to obtain employer consent when joining the Army Reserve. The Army

Reserve only requires Reservists to notify their employers of their enlistment. The

requirement for Sponsored Reservists and High Readiness Reservists to gain employer

consent remains extant

40.063. Drug and Substance Misuse. The policy on Drug and Substance misuse is

owned by Pers Svcs, SO1 Discipline Policy and is contained in AGAI 64. A person who

has been convicted for an offence under the Misuse of Drugs Act may be considered for

enlistment, providing the offence is considered spent.

a. Delegated authorities for rejoin prior service checks. Annex F contains the

policy on rejoin policy prior service check delegated authorities, including for QR

(Army) Paragraph 9.414 (services No Longer Required) for CDT failure.

40.064. Traffic Offences. Candidates for trades that do not require a driving

qualification as part of their principle employment are not to be barred from entry due to

driving bans and driving licence endorsements

. Two areas of UK legislation impact on

those recruits to be employed as vocational drivers as their principle employment:

a. New Drivers Act 1995. Legislation directs that those drivers, who commit an

offence or series of offences under the Road Traffic Act within two years of obtaining

their licence, leading to a total of six or more penalty points on their licence will have

their licence withdrawn. Thus, they will be required to re-qualify; to that end they

must pass both the theory and practical test for Category B

b. Young Drivers Scheme. The MOD holds an exemption under the 1988 Road

Traffic Act, which allows Service Personnel to obtain licences at category C1/C1+E,

C/C+E, D1 and D at the age of 17 instead of 21

. However, the following applies

when a licence has been refused, revoked or disqualification has occurred:

(1) Drivers Under 21. The 1988 Road Traffic Act allows for the obligatory

revocation of any vocational entitlement where the driver is under 21 and their

licence bears more than three penalty points. Where the vocational entitlement

is revoked, the individual will be disqualified from holding a vocational licence

until the age of 21 or for such a longer period as the appropriate Traffic

Commissioner

sees fit. A candidate, who is under 21, must not be enlisted

into a vocational driving trade, or a trade that requires a driving qualification

(Category C or D) as a key enabler to effective employment if they have more

than three penalty points on their driving licence.

Reserve Land Forces Regulations Annex E to Chapter 1 (High Readiness Reserve) and Annex J to Chapter 1 (Sponsored Reserves).

Full details are contained in ABN 40/16. Annex A to ABN 40/16 contains the list of trades requiring driving qualifications.

Details can be found at www.gov.uk/penalty-points-endorsements.

Details can be found at www.gov.uk/military-drivers.

Details can be found in JSP 800, Volume 5, Part 2.

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(2) Drivers Over 21. All drivers convicted under the New Drivers Act and

losing their Category B licence will automatically lose their entitlement to retain

any additional vocational licence categories they previously held. A candidate,

who is 21 or over, may be enlisted if the disqualification period has ended and if

their Initial Trade Training course or CEG requires them to be trained on

Category C and/or D vehicle(s), but only if they can produce a valid driving

licence with provisional Category C and/or D on that licence.

c. Waivers for Driving Endorsement. In exceptional circumstances, and where

the manning position supports, waiver applications can still be made to the respective

capbadge SPSO.

40.065. The Rehabilitation of Offenders Act 1974 (ROA 74). The ROA 74 applies

throughout the UK. Although there are some differences to the way in which ROA 74

operates in Scotland and Northern Ireland, to ensure parity of treatment of applicants

throughout the UK, the Armed Forces will apply England and Wales rehabilitation periods

in its own internal recruiting processes. ROA 74 sets a date, depending on the

punishment awarded and the age of the offender, at which a conviction becomes spent.

When a conviction is spent, it means the individual must for all purposes be treated as if

they had neither committed nor been charged with, prosecuted, convicted or sentenced for

the offence. It also means that it:

“shall not be a proper ground for dismissing or excluding a person from any office,

profession, occupation or employment, or for prejudicing him/her in any way in any

occupation or employment.”

This means that no employment action (including during enlistment, commissioning or

rejoining) may be taken in respect of the conviction or any circumstances ancillary to it

once it has become spent

. The rehabilitation periods for service and civilian sentences

from 10 Mar 14 is contained in AGAI 41, and MOD Form 493, which all candidates for

commissioning and enlistment must read and understand before any discussions about

convictions take place, in order that they are aware of their legal rights.

40.066. Offender Rehabilitation Act (ORA) 2014. The ORA makes changes to the

sentencing and releasing framework to extend probation supervision after release to

offenders serving short term sentences. It has two key provisions which will impact on

recruiting:

a. Reduction of unconditional release. Previously, adults (18 or over on date of

release) serving a custodial sentence of less than 12 months were released

unconditionally after one half of their sentence had been served. Under the ORA,

adults serving a custodial sentence of more than 1 day and less than 12 months, for

an offence committed after 1 Feb 15, will be released on licence after serving one

half of their sentence in prison and will serve the remaining period in the community.

Individuals subject to an order which severely restricts their mobility, including overseas, should not be enlisted until such time as the

order is lifted. Examples include Sexual Harm Prevention Orders and Sexual Risk Orders, which may be imposed for periods which

extend beyond when a related conviction is spent.

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b. Introduction of a new supervision period. The ORA introduces a new period

of post-sentence supervision for all offenders sentenced to less than 2 yrs in custody.

Offenders sentenced to less than 2 yrs and released on licence, as outlined above,

will be subject to an additional period of supervision, for the purposes of rehabilitation

once their licence period comes to an end. The licence and supervision periods will

together make up 12 months.

An example might be an offender who is sentenced to 6 months; he or she serves 3

months in prison, the remaining 3 months under licence and a further 9 months under

supervision (a total of 12 months after release). Where before, he or she may have been

recruited under certain circumstances

immediately on unconditional release, the ORA

now adds to the potential wait for enlistment while licence and supervision requirements

are met. All licence and supervision agreements will vary from case to case and may or

may not impede the application process. While enlistment can take place during

supervision (with the supervisor’s agreement), those on licence cannot be enlisted but can

commence the application process, subject to the terms of their licence. Those sentenced

to less than 12 months who are under 18 on the date of their release are not affected by

the ORA and will continue to be released unconditionally.

40.067. Safeguarding Vulnerable Groups. MOD policy for safeguarding vulnerable

groups is contained in JSP 893 with Annex E specifically concerned with recruitment. For

most purposes ROA 74 treats a rehabilitated offender as if he or she had never committed

an offence and, as such, they are not required to declare their spent caution(s) or

conviction(s) when applying for most jobs. An employer cannot refuse to employ someone

(or dismiss someone) because he or she has a spent caution or conviction unless an

exception applies under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975.

This governs those personnel who will undertake ‘regulated activity’

relating to children

and vulnerable adults; a list of the most common positions and duties is set out in the

Annex to the Disclosure and Barring Service (DBS) Guide for Eligibility for Criminal

Records Checks dated May 2014 and at Annex E to this AGAI. DBS has replaced the

Criminal Records Bureau (CRB) as the organisation which carries out criminal record

checks for such roles. There are three levels of criminal record check available:

a. Standard checks. To be eligible for a standard level DBS certificate, the

position must be included in the ROA Exceptions Order.

b. Enhanced checks. To be eligible for an enhanced level DBS certificate, the

position must be included in both the ROA Exceptions Order and in the Police Act

1997 (Criminal Records) regulations

c. Enhanced checks with children’s and/or adults’ barred list check(s). To be

eligible to request a check of the children’s or adults’ barred lists, the position must

be eligible for an enhanced level DBS certificate as above and be specifically listed in

AGAI 41 allows the enlistment of personnel with up to 3 unspent non-custodial sentences. It further allows a single custodial

sentence of less than 12 months to count as one of the 3 unspent convictions. While the ORA also applies to those sentenced to 12 to

24 months, such a sentence would be a bar to enlistment until it was spent.

A clear definition of regulated activity is in JSP 893.

Examples of these exceptions that are relevant to the Armed Forces are positions that require a Criminal Records check, eg medical

professionals, RMP and personnel working with under 18s. More details are contained in JSP 893.

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the Police Act 1997 (Criminal Records) regulations as able to check the appropriate

barred list(s).

40.068. Declaration of Convictions. All Officers and Professional Qualified (Trade

Specific) candidates requiring Security Clearance may be required to declare unspent

convictions. All candidates requiring a Security Check

(SC), Counter Terrorist Check

(CTC) or Developed Vetting (DV) may be required to disclose their full record of

convictions, whether 'spent' or 'unspent', before they may be commissioned, enlisted or

rejoin. All such candidates must be informed at the time they are asked to disclose their

convictions that spent convictions are to be disclosed, by virtue of the ROA 74 (Exceptions

Order 1975) (as amended 2013), for the purpose of safeguarding national security.

40.069. Criminal Convictions - Failure to Declare. JSP 440 Part 2 Leaflet 7 mandates

satisfactory completion of the security checks on all applicants (Regular and Reserve) prior to

commissioning/enlistment. For commissioning this consists of completion of a Basic Personnel

Security Standard (BPSS) check by Recruiting Group. For enlistment, the BPSS is to be

conducted by recruiting staff as part of a candidate’s initial eligibility checks. Post attendance at

Assessment Centre (AC) and approximately six weeks prior to starting initial training, a Basic

Disclosure check is carried out for all Army recruits. This should disclose any unspent

convictions. If, at this stage, the candidate is found to have not disclosed a conviction that is a

bar to enlistment, they are to be withdrawn or discharged (if they have started training). If they

are found to have not disclosed a conviction, which is not a bar to enlistment, a retrospective

waiver request is raised. Under section 328(4) of the AFA 06 it is a service offence to provide a

false answer on enlistment. If a soldier has already entered training they must be interviewed

by the Commanding Officer to determine if the recruit has intentionally failed to disclose a

conviction for purposes of deception. If this is the case then the recruit may be discharged

under QR(Army), Paragraph 9.382 (Having made a False Answer to a Question on the

Attestation Paper).

40.070. Civil Orders under the Sexual Offences Act 2003. There are three civil

orders available under Part 2 of the 2003 Act which can be applied to relevant sex

offenders and those who pose a risk of harm: Sexual Harm Prevention Orders, Sexual

Risk Orders, and Notification Orders. Due to significant restrictions on movement,

prospective candidates subject to a civil order are barred from enlistment until the order is

lifted. This is irrespective of whether any corresponding custodial conviction has been

spent.

40.071. Offences committed overseas. Convictions received overseas will be treated

as though they took place in the UK for rehabilitation purposes. This is a matter of Army

policy, not law, as the ROA 74 does not apply in respect of overseas convictions. The

following guidance is to be followed by recruiting staff:

a. An applicant who has been convicted of a crime which has no basis as a

criminal offence in the UK should not be treated as having offended or been

convicted for the purposes of recruiting and selection in the Army. Examples might

include homosexuality, adultery or apostasy.

All vetting is now applied for by RG prior to commencement of basic training, with the exception of Int Corps (Regular) who are

cleared to BPSS level to commence basic training and DV is applied for in training.

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b. An offence committed overseas which is spent but nevertheless will result in

limitations to international travel may, depending on their potential impact on role,

deployability and operational effectiveness, be a bar to enlistment. A good example

would be an individual, banned from travelling to Canada, who wishes to join the

Royal Armoured Corps but will never be able to deploy to BATUS.

40.072. Refusal of Entry. Under no circumstances are candidates to be told why they

have been refused entry when this is directly related to any of the following:

a. Reports from probation officers, Young Offenders Institutes, or other Local

Authorities which have indicated more character shortcomings than that which were

declared by the candidate.

b. Security grounds.

c. Undisclosed medical or other conditions.

Any applicant that falls into the categories listed above are to be told by the Recruiting

Authority that:

“After full consideration, it is regretted that you do not meet all of the requirements for

entry into the Army.”

If pressed to give reasons in any of the preceding circumstances, staff are to explain that:

“It is the policy of all three Services and other Government departments to maintain

the right of any employer to accept or reject any persons for employment without

discussing or even disclosing reasons, and this is the only practical way in dealing

with the vast number of applications received by the various departments of State.”

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Intentionally blank

AGAI Vol 2 Ch 40 RECRUITMENT POLICY April 2021

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Part 4 – Reinstatement/Rejoins

Mandatory information for all rejoiners during periods of COVID-19 restrictions

apply.

1. Mandatory information for all rejoiners. All rejoiners must be made aware by the

NRC that:

a. Rejoiners with specific welfare or additional family support needs that require

access to SFA may have to delay their rejoin date until access to SFA becomes

available. They should not expect access to SFA or SSFA immediately. Specific

Lines to Take are at Appendix 4 to Annex M to AGAI 40. A copy of these LTT

must also be included in the offer letter

b. All rejoiners will be required to undertake a 14 day isolation period on arrival at

their new units. See para 2 below.

c. All rejoiners must complete the COVID-19 self-declaration before being given

authority to travel to their units (time bound and only relevant during the AEL 123

update). See Para 3 and Appendix 2 to Annex M to AGAI 40

2. Policy on isolation period.

a. Self-Isolation period. All rejoiners must undergo a 14 day self-isolation period.

This is to take place before their IMA to protect key workers. Unit welfare and CoC

should be made aware of the rejoiner and ensure suitable measures are in place to

protect the SPs welfare during their 14 day self-isolation period.

3. Policy on COVID-19 Self-Declaration. See Appendix 2 to Annex M to AGAI 40

a. Part 1 of Appendix 2 to Annex M is to be completed by the SP and returned to

the NRC before final authority to travel to their new unit.

b. If the rejoiner answers ‘no’ to both sections of Pt 1. The rejoiner may travel to

their unit.

c. If the rejoiner answered yes to Q2 of Pt 1 they should continue to self – isolate

in line with Government guidelines and must not travel, until they can confidently

answer no to Q2. They should then re-submit the self-declaration to the NRC.

d. If the rejoiner answered yes or unsure to Q1 – Pt 1 of Appendix 2 further

medical assessment is required using Pt 2 to Appendix 2. The NRC are to refer the

candidate to ARITC Occ Med to complete this appendix.

e. The completed COVID-19 self-declaration is to be sent to the APC CM for

onward distribution to the future unit. This declaration is to be placed on DMICP by

the unit medical CoC.

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40.073. General. The following paragraphs details the instructions for the re-

employment of ex-Regular and ex-Reserve soldiers and officers with previous military

experience. These paragraphs apply to alltrained ex-Regular and Reserve personnel,

including those who left through redundancy, ex-MPGS and ex-Royal Gibraltar Regiment

personnel and ex-RM and ex-RAF Regt personnel who fall into the categories defined

within para 40.077. TheyThey do not covertransfers between the Regular Army and the

Army Reserve

, or those classed as untrained re-enlisters. Separate sections cover

specific aspects of Regular soldier, Regular officer and Reserve rejoiner policy.

40.074. Terminology. The term ‘rejoin’ in the context of this chapter means the re-

enlistment or rejoining of trained ex-Regular

personnel who have left Regular service and

wish to return to service in the Regular Army or the Army Reserve. The processes for

trained ex-Regular personnel rejoining the Army Reserve, and trained ex-Reserve

personnel rejoining the Army Reserve are also now covered in this chapter, which

replaces previous publications. The term ‘rejoin(s)’ replaces previous terminology used;

‘re-employment’ and ‘trained re-enlister’.

40.075. Exclusions. These paragraphs do not cover:

a. Untrained Ex-Service Personnel (Regular and Reserve). Ex-service

personnel who have not completed Regular or Reserve Army Basic Training (Ph 1)

or the Regular Commisioning Course (Reg CC) or Commissioning Course Short

(CCS) up to and including Mod D are considered untrained

. Untrained ex-Army

personnel may re-enlist into the Army, but are dealt with by the Army’s National

Recruiting Centre (NRC) as a new recruit.

b. Ex-Service personnel from other Services. Personnel who have left the RN

or RAF have not conductedArmy Basic Training (Ph1) and are therefore not

rejoiners. These personnel may enlist into the Army by following the NRC forfornew

recruits. By exception, lateral entry may be possible for those bringing specifc skills,

knowledge and experience (KSE) that warrant entry at an appropriate rank higher

than that of initial entry (RM and RAF Reg are not excluded – see below).

Ex-Regular soldiers and officers rejoining the Regular Army.

40.076. Regular Reserve Membership. In accordance with QR(Army) para 9.113,

soldiers who are a member of Section A of the Regular Reserve may apply to re-enter the

Regular Army and have their previous service taken into account. Those personnel who

left Regular service without ‘Regular Reserve Liability’ (not Section A) who wish to rejoin

the Regular Army must volunteer to be a voluntary member of Section D of the Regular

Reserve in order to subsequently rejoin.

Soldier Terms of Service and Army Commissioning Regulations refer to the process of transferring both ways between the

Regular Army and Army Reserve for soldiers and officers, respectively .

As announced by CGS on 28 Jun 16, all Regular and Reserve Army personnel who have successfully completed Army Basic (Phase

1) training are to be included on the ‘trained strength’ of the Army (ACIN 25/16).

Personnel who have attended the Combat Infantryman Course (CIC) are deemed to be ‘trained’ once they have completed 22 weeks

(CIC Line Infanteer) or 24 weeks (CIC Paratrooper and Guardsman).

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a. When applying to rejoin the Regular Army, it is accepted that those without

Regular Reserve liability are volunteering to become a Section D member of the

Regular Reserve in order to rejoin.

b. Unsuccessful rejoin applicants will not remain Section D members unless they

separately apply to do so. More information can be found in Part 2, Chapter 3 to

RLFR 2016.

c. Should a rejoin applicant not be willing to volunteer to be a member of Section

D, they cannot return to service ‘as if they had never left’ and will instead need to

apply to re-enlist

40.077. Categories. Personnel at para 40.073 who fall into the following categories are

considered eligible to rejoin the Regular Army:

a. Category A. A trained ex-Regular soldier (or ex-RM or RAF Regiment soldier)

who left full-time service within the last 6 years who wishes to rejoin the Regular

Army.

b. Category B. A trained ex-Regular soldier (or ex-RM or RAF Regiment soldier)

who left full-time service within the last 6-10 years AND reached a minimum rank of

substantive Cpl, who wishes to rejoin the Regular Army.

c. Category C. May be considered on a case-by-case basis according to the

manning requirement at the time. Cat C applicants are trained ex-Regular soldiers (or

ex-RM or RAF Regiment) who do not fit into Cat A or Cat B.

Eligibility Criteria and Checks

40.078. Age. Ex-Regular soldiers and officers rejoining the Regular Army must be

enlisted before their 57

birthday.

40.079. Prior Service Checks (PSC). The NRC is responsible for conducting PSC

before onward movement of an individual’s application to the APC. PSC are to include

examining the reason for original discharge, the medical category of the individual when

they were discharged and will confirm that an applicant is eligible to rejoin. If the NRC is

unable to obtain the required information from an individual’s previous service through

their PSC, they are to confirm with Pers Pol (Army) that no record of the individual being

discharged for administrative reasons is held on their database. Once confirmed, the

individual is to complete a self-declaration that they were not administratively discharged

before being eligible to rejoin.

a. Medical Standards. Personnel with previous service are subject to medical

standards as defined in the AGAI 78 - PULHHEEMS Administrative Pamphlet (PAP).

To re-enlist means to start again as if a new recruit: eligibility, training requirements, rank, engagement type and length etc.

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The medical standard for Rejoiners is the same standard as that required for

retention in service

(1) Medical Assessment Requirements. Different medical assessments are

required according to length of time since prior Service and Medical

Deployment Standard (MDS) on exiting the Service

. The requirements are

shown in Table 1:

Ser

Rejoin

Category

MDS on

discharge

Time Since

Prior Service

Required

Assessments

Remarks

Cat A Fast

Track

MFD or MLD

0 - 3 yr

Self-declaration,

PHCR

, IMA

Cat A

MFD

3 – 6 yr

Self-declaration,

PHCR, IMA

Cat A

MLD

3 - 6 yrs

PSMA, PHCR, IMA

Cat B/C

Any

PSMA, PHCR, IMA

Any

MND

Any

L1 Med Appeal.

If appeal upheld

PSMA, PHCR and

IMA are required.

Candidate

rejected by RG,

and must submit

L1 med appeal to

ARITC Occ Med.

If authorised

application

proceeds.

40.110. Applications will not be accepted from ex-officers who resigned their

commission when called upon to do so or who have been dismissed from the Service for

disciplinary reasons. Only those who continue to hold a commission can apply for a

reinstatement.

40.111. In the first instance the candidate is to seek advice from the Career Manager of

the specific capbadge or branch they are seeking reinstatement in as to whether there are

available vacancies. Once confirmation of a vacancy has been obtained, applications for

reinstatement are to be made online to the NRC through the Army Jobs website. The

timelines set out for Regular soldier rejoiner candidates, especially Fast Track, do not

apply to Regular officer rejoiners as consultation of an AOSB Transfer Board may be

required, along with submission to the AEB for ratification.

40.112. Candidates may be required to undergo a probationary period of 12 months (or

such longer period if required by the Arm or Service) before their commission

is confirmed. There will be no eligibility for substantive promotion during the period of

probation, however individuals can be boarded for promotion and if successful

substantively promote at the end of their probationary period para 6.1.008 refers. At the

conclusion of the probationary period the CO and formation commander (not below the

rank of Brig), under whom such candidates are serving are to inform APC. The email

outlining that they are content with the officer and that the commission should be

confirmed should be initiated by the CO, to the CM for onward correspondence to Offrs

Secretariat. Subject to confirmation, officers are entitled to have any substantive promotion

backdated to the original due date (if applicable). Seniority will be granted in accordance

with the PAW 20.

40.113. Rank and type of commission. Applicants are to be considered for

reinstatement in their former substantive rank, with their former seniority date advanced by

the period they were away from the Active List. When reinstatement is approved, they will

Primary Health Care Record.

Initial Medical Assessment.

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normally be granted the type of commission held when they were release, final decision on

the type of commission and length of service presented by CM rests with the AEB.

Conversion to a Regular Commission (Reg C) will not normally be considered by the AEB

until such applicants have served their probationary period from the date of reinstatement.

40.114. The act of reinstating normally attracts a 3-year return of service: officers will

not normally be allowed to request Premature Voluntary Retirement (PVR) or to transfer

capbadge for a period of 3 years from the date of transfer or reinstatement.

40.115. CM Branches, with advice from the DBS (Vets) are to acquaint applicants with

the options available, regarding the repayment of any grants or gratuities, and the position

concerning rights for retired pay. Applicants are also to declare, where applicable, their

intention regarding pension aggregation. The agreement of applicants on any option is to

be recorded in writing before an ASB decision is made. Where there is doubt DBS,

Pensions Division, will provide clarification. Attention is drawn to Article 109.a of PAW 20.

Army Reserve

40.116. Ex-Regulars rejoining the Army Reserve. The Army aspires to transfer a

significant number of those who are nearing completion of their Regular service into the

Army Reserve

. This section explains the process for joining the Army Reserve for those

with previous service, including those from other Services, ex-Army Reserve re-joiners and

those Regular trainees Discharging As Of Right (DAOR), including the criteria that apply to

serving soldiers who expect to leave Regular service in the near future or to those ex-

Regular and ex-Army Reserve soldiers who have recently left.

40.117. Eligibility:

a. Serving Soldiers who wish to join the Army Reserve. These individuals may join

immediately upon leaving Regular Service. This group also includes personnel

leaving the Army from Regular Phase 1 and Phase 2 training.

b. Ex-Regular and ex-Army Reserve fully trained soldiers enlisting into the Army

Reserve who have been out of Army service for less than six years. Individuals must

have completed Phase 2 Training and should have left the Regular Army or Army

Reserve within six years of re-joining.

c. Ex-Regular and ex-Reserve fully trained Other Ranks of the Other Services

enlisting into the Army Reserve with transferable skills. Individuals with previous

service in the other Services who join the Army Reserve with readily transferable

skills (RM, RAF Regt or PQO/PQS) can be quickly integrated into units with

requirements matching those skills. Those without readily transferable skills will

require retraining and the level of this retraining will be assessed on a case-by-case

basis by Pers Pol (Army) Prof Dev in Army HQ. The six year ‘window’ from discharge

from Regular Service for transferable skills remains. Beyond the six year point then

the full recruitment process will normally be followed. 52 years’ old remains the

maximum age for ex-Regular soldiers to join the Army Reserve.

For many, service in the Army Reserve will be over and above an individual’s pre-existing Regular Reserve liability. For clarification

of an individual’s personal circumstance, advice should be sought from the individual’s RCMO.

AGAI Vol 2 Ch 40 RECRUITMENT POLICY April 2021

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d. OCdts of University Officer Training Corps Units.

e. Serving and ex-Regular soldiers can enlist into the Army Reserve up to their

52nd birthday. Waivers for exceptions will be considered on a case by case basis by

Pers Pol (Army). The NRA is at 55

, although authority can be granted to extend if

prior dispensation is gained from Pers Pol (Army).

40.118. This policy does not apply to:

a. Potential transferees to the Military Provost Guard Service (MPGS).

b. Individuals who have previously served in other Services without transferable

skills or outside the six year window. They should follow the standard on-line

application process for joining the Army Reserve.

c. Individuals who have been out of the Army for more than six years who are

outside the scope of this chapter. They should follow the standard on-line application

process for joining the Army Reserve.

d. Soldiers who are to leave or have been discharged from the Army or Army

Reserve under the paragraphs of Queen’s Regulations or from under Reserve Land

Forces Regulations as shown in Annex F are ineligible to join the Army Reserve.

Where a unit feels an individual has been rehabilitated since discharge a request for

a waiver should be submitted to Pers Pol (Army). For those in the Recruting Group

process such waivers are to be staffed by the NRC.

Responsibilities

40.119. Head Personnel Policy Army (Hd Pers Pol (A)). Hd Pers Pol (A) is

responsible for policy regarding the enlistment of ex-Regular and ex-Reserve personnel

into the Army Reserve.

40.120. Commanding Officers (COs).

a. Regular Unit COs (including hybrid units). COs are to direct unit staff,

especially RCMOs; to signpost opportunities in the Army Reserve to their Service

leavers (SLs); support those showing interest in joining the Army Reserve and to

process applications expeditiously. COs are also to support Regular Service Leavers

visits to Army Reserve units.

b. Army Reserve Unit COs:

(1) Are responsible for the strength of their unit(s), including seeking out

Regular and ex-Regular personnel and prioritising the active recruitment of ex-

Regular personnel.

Musicians 65, PQS 60, SF 60.

AGAI Vol 2 Ch 40 RECRUITMENT POLICY April 2021

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AEL 135 40/4-20 AC 60974/2

(2) Responsible for the process for SLs to join their units.

(3) Support personnel throughout the process.

c. UOTC COs. UOTC COs are to direct unit staff to signpost opportunities in the

Army Reserve to their unit members, support those showing interest in joining the

Army Reserve and to process applications expeditiously.

40.121. Recruiting Group. Where service personnel have left the Regular Army

without an application to transfer to an Army Reserve unit they are to be treated as service

leavers and will follow the Recruiting Group rejoin process. Applications to rejoin the Army

Reserve should be made via the Army jobs site https://apply.army.mod.uk/what-we-

offer/rejoiners and candidates will then follow the standard rejoin process.

Application Process

40.122. Serving Personnel. Serving members of the Regular Army who wish to join the

Army Reserve should follow the process as laid down in Annex G. In the first instance,

they should research the Army Reserve unit they wish to join. This can be through the

intranet, internet, unit RCMO, or local Army Careers Centre (ACC). Applications to join

should be submitted using the application form AFE 7547 and handed to the RCMO.

40.123. Discharging As Of Right (DAOR) from Training Establishments. Where

appropriate, Regular Army Senior Entry recruits who DAOR from Basic Training and Initial

Trade Training are to be actively encouraged during the discharge process to transfer

directly into the Army Reserve or to promptly re-enlist into the Army Reserve upon their

discharge from the Regular Army. The process is different to Regular Army trained

personnel and other re-enlisters and it is detailed at Annex G to Soldier Terms of Service.

40.124. Serving UOTC Personnel. Serving members of UOTC units who wish to join

the Army Reserve either now, or upon completion of their time of study, should follow the

process as laid down in Annex G to Soldier ToS. Applications to join should be submitted

using an AFE 7547. The UOTC Chain of Command is to support personnel through this

process.

40.125. Ex-Service Personnel. Ex-Regular, ex-Army Reserve, ex-UOTC personnel

and those with transferable skills from other Services wishing to join/re-join the Army

Reserve should follow the process as laid down in Annex H to Soldier ToS. In the first

instance, they should research the Army Reserve unit they wish to join. This can be

through the intranet, internet, unit RCMO, or local Army Careers Centre. Applications to

join should be submitted on-line using the Army Jobs site

https://apply.army.mod.uk/what-we-offer/rejoiners.

40.126. Medical Grading. Candidates must meet the minimum medical standard of

Medically Limited Deployable (Permanent) (MLD(P)) to enlist in the Army Reserve. This is

the minimum medical standard and is subject to the needs of the Army Reserve. Those

candidates who are no longer serving and are following the Recruiting Group route must

undergo the following medical assessment:

AGAI Vol 2 Ch 40 RECRUITMENT POLICY April 2021

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AEL 135 40/4-21 AC 60974/2

Ser

MDS on

discharge

Time Since

Prior Service

Required

Assessments

Remarks

MFD or MLD

0 – 12 months

Self-declaration, PHCR

MFD or MLD

12 months – 6

years

RGMD, PSMA, PHCR

Any candidate discharged

for more than 6 years

follows ab initio route.

MND

Any

L1 Med Appeal.

If appeal upheld

RGMD, PSMA, and

PHCR are required.

Candidate rejected by RG,

and must submit L1 med

appeal to ARITC Occ Med.

If authorised application

proceeds.

40.127. Reduced Commitment. This reduced commitment applies to all trained ex-

Regular SLs that have completed ITT trg and who enlist into the Army Reserve within six

years of their date of discharge from the Regular Service. This incentive lasts for three

years from the date that the individual joins the Army Reserve and cannot be carried

forward if the SP misses a year It therefore only applies to the award of 3 x Certificate of

Efficiency and receipt of 3 x training bounties. There is no incentivisation scheme for those

who have left more than six years prior to their joining the Army Reserve. The incentive

comprises three distinct parts:

a. Annual Training Requirement. The minimum qualifying period for the annual

Army Reserve Training Bounty will be reduced from 27 to 19 days. The 19 day period

does not need to include attendance on annual camp (or any of the other alternatives

to camp specified in RLFR.

b. MATTS. Ex-Regular personnel joining the Army Reserve under the terms of

the Reduced Commitment incentive are required to complete MATTs 2, 6 and 7 only

until the third anniversary of their joining the Army Reserve, at which time they are to

complete MATTs in accordance with Unit requriements and issued policy.

c. Relaxation of Call-out Liability. Ex-Regular personnel joining the Army

Reserve will not be obliged to fulfil their call-out liability unless they volunteer for

mobilised service and for circumstances stipulated under RFA 96, Section 52:

National danger, great emergency or imminent attack on the UK. The reduced

Commitment can be reinstated after mobilised service ends but will not be extended

beyond the previously scheduled reduced Commitment end date. After the three year

concession period, an individual remaining in the Army Reserve would continue with

the normal Army Reserve liability in lieu of any remaining Reserve liability. On leaving

the Army Reserve, an individual will resume the balance of any Regular

Reserve/RARO liability that may remain. If an individual chooses not to take up the

concession initially, but volunteers for deployed service or takes up a FTRS post, the

concession period will not be extended beyond three years.

40.128. Capbadge/Trade. When an applicant does not join the Army Reserve in their

original capbadge or trade, the Army Reserve unit CO must agree the feasibility of this

additional training requirement. Ex-Regular soldiers seeking to change capbadge should

expect to commit additional training time in their early years in order achieve required

‘trade’ capability in their new capbadge.

AGAI Vol 2 Ch 40 RECRUITMENT POLICY April 2021

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40.129. Physical and education entry standards. The NRC are to check the

requirement for RFT(E), ACT and TST for all rejoiners applying through the Army Jobs

route to rejoin a different capbadge or trade and to arrange for the necessary testing to be

carried out at an Assessment Centre. If any candidate fails to meet the RFT(E), ACT or

TST criteria for their chosen capabdge or trade, the Chain of Command of the Army

Reserve unti they wish to join are to be notified by the NRC. Candidates may be deferred

for restesting in line with the processes set out in AGAI Vol 2 Ch 40 paras 40.041 (RFT(E)

retesting) and 40.050 sub paras a and c (ACT and TST).

40.130. Rank and Seniority. Soldiers who transfer directly from the Regular Army to

the Army Reserve will retain their Regular substantive rank and seniority provided:

a. They are appointed to a vacant position in that rank in the Army Reserve. And:

b. There has not been a break in service of more than 6 years.

c. If a soldier is appointed to an Army Reserve position in the lower rank, they will

revert to that rank and be required to re-compete for promotion to the next

substantive rank again.

(1) Soldiers will retain their original Regular lower rank seniority.

(2) Time spent in the Regular higher rank is to be included.

(3) On re-promotion, all historic seniority will be lost and seniority calculated

from the date of substantive promotion only. Historical reports already written in

the higher rank may be visible to future promotion boards but are not to count

for filtering/grading purposes. There is no requirement for a SP re-promoted to

complete ALDP again for that rank unless policy directs otherwise.

d. Soldiers who do not transfer directly and have a break in service, will have their

seniority recalculated to reflect their time out of service by the APC.

40.131. Regular Reserve Liability. Individuals joining the Army Reserve from the

Regular Army will have their Regular Reserve liability suspended during their service in the

Army Reserve. Once they leave the Army Reserve, any residual Regular Reserve liability

is reactivated to the date of their original Regular Reserve run out date. If their Regular

Reserve liability run out date was during their Army Reserve service, then the individual

will have no remaining Regular Reserve liability.

40.132. Security Vetting. All Reservists are required to meet the Baseline Personnel

Security Standard. National Security Vetting (NSV) clearance will be carried forward from

their Regular service for 12 months following discharge from the Regular Army. For those

joining the Army Reserve outside of this 12 month window and if there is a continuing

requirement to maintain vetting, the unit is to apply to DBS NSV requesting a NSV

clearance using the transfer request application form. Where an individual wishes to be

enlisted into a trade which requires a higher security vetting than that which they already

hold/require to hold, their transfer should not be delayed pending the outcome of the

vetting process. However, should they subsequently fail to achieve the necessary standard

AGAI Vol 2 Ch 40 RECRUITMENT POLICY April 2021

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AEL 135 40/4-23 AC 60974/2

they will be treated as if they have failed their re-training. For those out of the Regular

Army for longer than 12 months and in order that an outcome can be determined as soon

as possible, the vetting process should begin as early in the Regular to Reserve transfer

process as is feasible.

40.133. Failure to Pass Retraining or Achieve Security Vetting Standard. It is

possible that having enlisted the individual subsequently fails the training or security

vetting required of their new trade. If this occurs, the following measures may be taken:

a. The relevant training provider will facilitate a period of re-training and re-testing

if appropriate.

b. If not appropriate or the problem persists, the CM is to facilitate an internal

transfer to a more suitable trade providing a vacancy exists. Individuals within this

situation will be given higher priority than those yet to be enlisted or who are being

transferred through the Regular Army Transfer Policy. Where no alternative option

exists, the CM is to attempt to arrange their transfer to elsewhere in the Army. In

extremis, where no suitable vacancy can be found or the individual does not wish to

transfer, they will be discharged.

40.134. Civilian / Military Convictions and Conduct. Personnel with previous Regular

service will not normally be accepted into the Army Reserve if the assessment of their

military conduct during that period was below Satisfactory. For those re-joining the Army

Reserve similar assessments of conduct during an individual’s Reserve service are also to

be made by the Reserve CO within the Chain of Command recommendation. The

individual’s JPA disciplinary record is also to be accessed, when deciding whether to make

an offer, the CO is to consider the evidence presented to them in accordance with the

Rehabilitation of Offenders Act.

40.135. Regular Service Leavers Visits to Reserve Units. All Regular Service

Leavers are to undertake an attachment to a Reserve unit prior to their release date. All

Reserve units will programme nine Reserve Familiarisation Visits (RFVs) per year.

Between 4–12 months from release date, SLs are to select an Army Reserve unit at which

to attend a RFV and will then be loaded by their RCMO or the respective desk at APC.

Unless subject to a CO’s waiver all eligible personnel will undertake a RFV in the

geographical area in which they plan to re-settle.

40.136. All Regular to Reserve transfers should only move into a vacant PID. If there

are no vacant PIDs available in the unit of choice or local units they should move to the

ARRG and reapply for a PID/role and undergo boarding once a PID becomes vacant.

40.137. Financial Conditions of Service. Conditions of Service vary considerably

between Regular, Volunteer Reserve and Full Time Reserve Service commitments. It is

the individual’s responsibility to familiarise themselves with the effect transferring to the

Reserve will have on their own pay, allowances, charges and pension.

40.138. Transfers between the Regular Army and Army Reserve. The Regular

Army requires a steady inflow of personnel in order to maintain Army structures, whilst

there may be service personnel who are currently serving in the Regular Army and would

like to change their terms of serice. Both of these situations are outside the Army

AGAI Vol 2 Ch 40 RECRUITMENT POLICY April 2021

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AEL 135 40/4-24 AC 60974/2

recruitment process and should instead be dealt with through the processes already in

place to allow transfers and conversions of terms of service. The policy for transferring

from the Army Reserve to the Regular Army, and vice versa, can be found in Soldier

40.139 – 40.145. Reserved

AGAI Vol 2 Ch 40 RECRUITMENT POLICY April 2021

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AEL 135 40/5-1 AC 60974/2

Part 5 – Specialist Reserve Entry

40.146. Entry Process of a Gp A Specialist Reserve. The following specialist areas

and associated sponsor branches within DCap are covered below.

a. Comd and Comd Sp Cap. Cultural, Language, Finance, Emerging

Technologies, Science & Technical experts, Intelligence Analysts

, Cyber

specialists in thematic environments and ICS Network Design Consultancy.

b. Cbt Sp.

(1) Information Activity and Outreach Capability

, Specialists in Thematic

Environments.

(2) Geospatial Information Systems (GIS), Data Management, Web Services,

Surveyors and Geographers.

c. HQ PM(A). Specialist criminal investigation

and custodial/detention activity.

e. Other specialist areas will be considered on a case-by-case basis by Pers Pol

(A) as requested.

40.147. Education Standard. SRO must normally hold the minimum of a recognised

degree or equivalent in their specialisation. Due to the nature of the required skill sets,

individuals without a degree may be considered by the appropriate Arms Selection Board

(ASB) on a case-by-case basis.

40.148. Eligibility:

a. Age. Civilian candidates seeking specialist entry to the Army Reserve should

normally be over 18 and under 55 years of age. Exceptional authority for

applications outside this age bracket can be requested from PERS POL(A) in

accordance with Paragraph 40.085 above.

b. SROR. Applications from untrained candidates to join will be accepted up to the

day before an individual’s 50th birthday, Trained ex-Regular and trained ex-Reserve

Other Ranks may join the Army Reserve up to their 52nd birthday.

c. Exceptional authority for applications outside this age brackets can be

requested from Pers Pol(A) in accordance with 40.127 below.

d. Medical Procedures. Candidates will follow the same medical administrative

and clinical screening process as other Army Reserve candidates. Candidates who

declare medical histories during the recruiting process that require special

Specific strategic knowledge/experience outside generic INT CORPS capabilities could include Investment Banking, Demographics,

Economics, Police, Government Agency Analysts and Academics.

Includes the full range of Cyber and Information Assurance activities.

Outreach includes Capacity Building, support to Stabilisation Operations and other aspects of Defence Engagement.

For example, cyber-crime, fraud, homicide, disaster victim identification, sexual offences, crime intelligence, domestic violence,

forensics.

AGAI Vol 2 Ch 40 RECRUITMENT POLICY April 2021

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AEL 135 40/5-2 AC 60974/2

consideration (eg a specialist opinion and/or service occupational medicine

assessment) will be identified in the application process and managed appropriately

by NRC.

e. Other requirements. Applicants must adhere to all other residency and

appearance requirements in accordance with this AGAI.

40.149. Security Clearance. If required, security clearance should be requested after

candidates have passed their respective ASBs but before commencing initial training.

Where Developed Vetting (DV) is a requirement for the candidate’s role

, the recruitment

and training process and subsequent probationary employment should continue in tandem

with the DV assessment (which usually takes several months). If DV is not granted, the

probationary commission/Colour Service may be terminated

. Candidates must be

briefed on this prior to commencing the selection process.

40.150. Waivers. No person who falls outside the normal criteria for entry can be

enlisted without authority from PERS POL(A). Waivers can be requested using AF B203 -

Application for Special Enlistment Authority and should state why the individual does not

meet the normal policy criteria, why the skill set held by the applicant is required by the

Army and why it cannot be provided by other means. The form should be submitted

through the Chain of Command via the respective D Cap Sponsor to Pers Pol (A) for a

final decision before attestation.

40.151. Selection. After completing the normal recruiting pipeline process, SROR

candidates are to attend and pass at an Assessment Centre and pass the appropriate D

Cap Sponsor ASB to ascertain their specialist expertise. Once the candidate has passed

their ASB and their pre-employment checks have cleared, they may be enlisted and,

where applicable, loaded for Phase 1 training or, depending on specialisation, commence

employment. Should a candidate not meet normal entry criteria, waivers are to be staffed

to Pers Pol(A).

40.152 - 40.170. Reserved.

This applies to most cyber and intelligence roles and some cultural advisor roles.

Where individuals were already a member of the Reserves then they may return to their generalist post and will not lose their

commission/Colour Service.

AGAI Vol 2 Ch 40 RECRUITMENT POLICY April 2021

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AEL 135 40/A-1 AC 60974/2

ANNEX A TO CHAPTER 40

MINIMUM PERIODS OF UK RESIDENCY REQUIRED BY POTENTIAL RECRUITS PRIOR TO NRC STAFF FORWARDING NSV

APPLICATIONS

Ser

BPSS/

NSV

Overseas Country-Originated/Resided

Minimum UK

Residency

Required

Remarks

BPSS

All sole British/dual British/Commonwealth

nationals.

Nil

Army HQ accept risk.

SC/CTC

Sole British nationals – previously resident in

Australia, New Zealand, Canada, USA.

1 yr

Army HQ accepts risk during Basic Training

Sole British nationals – previously resident

elsewhere other than Australia, New Zealand,

Canada, USA.

18 mths

Military transferee from Australia, New Zealand,

Canada Armed Forces.

Nil

No more than 18 mths out of military service.

Commonwealth nationals.

3 yrs (CTC)

3 years for SC

UK dual nationals

Dual nationals British since birth.

18 mths

Dual nationals British element gained in last 10

yrs.

2 yrs

Dual nationals British element gained under 5 yrs.

30 mths

RMAS

Sole British/dual British or Commonwealth

candidate.

As above

BPSS acceptable for initial RMAS entry provided

sufficient residency for CTC/SC waiver achieved

no later than 9 mth point of course when SC

application must have been submitted.

10.

Sole British.

5 years

In last 10 years.

11.

Dual British.

6 years

In last 10 years.

12.

Commonwealth national.

7yrs 6 mths

In last 10 years.

Assuming the requirement for all Commonwealth candidates to have 5 years’ residency before making application to join the Army is no longer applicable

AGAI Vol 2 Ch 40 RECRUITMENT POLICY April 2021

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AEL 135 40/A-2 AC 60974/2

Intentionally blank

AGAI Vol 2 Ch 40 RECRUITMENT POLICY April 2021

(Replaces AEL 129 dated Oct 20)

AEL 135 40/B-1 AC 60974/2

ANNEX B TO CHAPTER 40

A complete and upto date list of CW countries can be found using this link.

Intentionally blank

AGAI Vol 2 Ch 40 RECRUITMENT POLICY April 2021

(Replaces AEL 129 dated Oct 20)

AEL 135 40/B-2 AC 60974/2

Intentionally blank

AGAI Vol 2 Ch 40 RECRUITMENT POLICY April 2021

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AEL 135 40/C-1 AC 60974/2

ANNEX C TO CHAPTER 40

ROLE FITNESS TEST INPUT STANDARDS BY CEG

AT ARMY SELECTION CENTRE AND BASIC TRG

The Army entry test (RFT(E)) will be used at Army Selection Centres and the start of BT to

ensure recruits and officer cadets are at the appropriate level of fitness to commence BT.

RFT(E) consists of a Seated Medicine Ball Throw, a Mid-Thigh Pull and 2 km run.

GCC (all critical)

Ser

Audience

Test

BT Entrance Test RFT(E)

Standards

Critical

Remarks

Reg &

Res

Med

Throw

All 3.1 metres

Yes

Reg &

Res

MTP

Yes

As per MTP

reading

Reg &

Res

2KM Run

RAC/Inf: 10.15 mins*

(MSFT 8.06)

Para: 08.15 mins* (MSFT

11.06)

Yes

NON-GCC (all critical)

Ser

Arm/Service

TAFMIS

Job

Code

TAFMIS

Job Description

BT ENTRANCE TEST

RFT(E)

Mid

Thigh

Pull

Medicine

Ball

Throw

(m)

2 km

Run

(mm:ss)

MSFT

(L/S)

All RA

2.7

11:30

6.6

All RE

11:00

7.5

R Signals

SIG 100/60

Comm Sys Engr

2.9

11:30

6.6

SIG 360

SIG 410

SIG

380/580/74

SIG

390/590

SIG

350/550

EW Sys Op

Inst Tech

Comm Sys Op

Elec

Dvr Lnm

2.7

11:30

6.6

AAC

All AAC

2.7

12:00

5.8

RLC

RLC 380/89

RLC 260/69

Marine Engineer

Seaman/woman

2.7

11:30

6.6

AGAI Vol 2 Ch 40 RECRUITMENT POLICY April 2021

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AEL 135 40/C-2 AC 60974/2

RLC 230/39

RLC 201/09

RLC 210/19

RLC 270/79

RLC 390/99

Port Operator

Driver

Driver Radio

Operator

Postal & Courier

Log Sp Spec

2.7

11:30

6.6

RLC 220/29

Air Despatcher

2.7

11:30

6.6

RLC 350/59

RLC 310/19

RLC 250/59

RLC 360/69

Ammunition

Technician

Petroleum

Operator

Mov Controller

Chef

2.7

11:30

6.6

REME

EME

101E/09E

EME

300A/09A

Recovery

Mechanic

Technical Support

Spec

11:30

6.6

EME

100A/09A

Vehicle Mechanic

11:30

6.6

EME

200A/09A

Aircraft Technician

11:30

6.6

EME

100B/09B

EME

100D/09D

EME

200B/09B7:

Armourer

Metalsmith

Electronics/

Avionics/

Technician

11:30

6.6

AGC

All AGC

2.7

12:00

5.8

AMS

AMS 1

CMT/Paramedic/

RMO/DH

2.7

11:30

6.6

AMS 2

All other

2.7

12:00

5.8

RAVC

All RAVC

2.7

12:00

5.8

Int Corps

All Int

Corps

All Int Corps

2.7

11:30

6.6

RCAM

All RCAM

2.7

13:00

4.2

RAChD

All RAChD

2.7

13:00

4.2

All JE

2.7

11:00

7.5

*Waiver and Risk Assessment required if applicants do not make this standard. PARA,

RAC and Inf candidates with run times of over 8.15 (PARA) and 10.15 (RAC/Inf) may be

authorised to proceed with the proviso that they arrive at Phase 1 and meet the required

standard.

AGAI Vol 2 Ch 40 RECRUITMENT POLICY April 2021

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AEL 135 40/D-1 AC 60974/2

ANNEX D TO CHAPTER 40

CURRENT GTI CUT OFF SCORES

Corps

Job Profile Description

GTI

Minimum

AGC

AGC (RMP) - Military Police -Standard

Entry/Reserves

RLC

RLC - Ammunition Tech Standard Entry

RAMC

RAMC - Biomedical Scientist - Standard Entry

RAMC

RAMC - Radiographer - Standard Entry

RAMC

RAMC - Radiographer – DE

RE - Construction Materials Technician -

Standard Entry

RLC

RLC - Marine Engineer

RE - Design Draughtsman

RE - Draughtsman (E and M)

Int Corps

Int Corps - Op Military Intelligence Standard

Entry

Int Corps

Int Corps - SE Op Military Intelligence

(Linguist)

QARANC

QARANC - Student Nurse Standard Entry

RE - Surveyor Engineer - Standard Entry

RE - Surveyor Engineer

RE Geographic Technician

RE Infrastructure Engineer

RE - Fitter AC & R

RE - Heating and Plumbing

RE Plant Operator

RE – ME Fitter General

RE – ME (POM) Standard Entry

RE - Electrician

RAMC

RAMC - Clinical Physiologist - Standard Entry

RAMC

RAMC - Environmental Health Tech Standard

Entry

RAMC

RAMC - Operating Department Practitioner -

Standard Entry

RAMC

RAMC - Pharmacy Tech Standard Entry

RAMC

RAMC - Combat Medical Technician

AGC

AGC(SPS) - HR Specialist

RADC

RADC - Dental Technician Standard Entry

RADC

RADC - Dental Nurse

Reserves- Recruit Int Corps

QARANC

QARANC - Healthcare Assistant Standard

Entry

RAVC

RAVC - Dog Handler/Trainer - Standard Entry

RAVC

RAVC - Veterinary Technician- Standard Entry

AAC

AAC - Groundcrew

REME

REME - Shipwright - Standard Entry

AGAI Vol 2 Ch 40 RECRUITMENT POLICY April 2021

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AEL 135 40/D-2 AC 60974/2

REME

REME - Tech Support Specialist

REME

REME Armourer

REME

REME - Metalsmith

REME

REME Recovery Mechanic

RLC

RLC - Movement Controller

RLC

RLC - Ammunition Technician - Junior Entry

RLC

Movement Operator (V)

R Signals

R SIGS - Electronic Warfare Systems Op -

Standard Entry

R Signals

R SIGS - Communication Logistic Specialist

R Signals

R SIGS - Comm Systems Op

R Signals

R SIGS - Electrician

AGC

AGC Recruit Clerk - Reserves

AGC (MPS) Reserve Soldier

REME

REME - Vehicle Mech

REME

REME - Aircraft Technician

REME

REME - Electronics/Avionics Technician

REME

REME Vehicle Electrician - Reserves

REME

REME Electronics Technician

R Signals

R SIGS - Comm Systems Engineer

REME

REME - Technical Storeman - Reserves

REME

REME Regimental Specialist - Reserves

R Signals

R SIGS - Installation Technician Standard

Entry

R Signals

Royal R Signals Installation Technician 81 Sig

Sqn Reserves Only

RE - Bricklayer and Concreter

RE - Building and Structural Finisher

RE - Carpenter and Joiner

RE - Comd Control and Comms Sys

RE Logistic Specialist

RLC

RLC - Mariner

RLC

Petroleum Operator

RE - Armoured Engineer - Standard Entry

RE - Fabricator

RLC

RLC - Driver/Communications Specialist -

Junior Entry

RLC

RLC - Driver Communications Operator

(Reserves)

HCAV

HCav - Crewman/Mounted Duty

RAC - Crewman

RLC

RLC – Driver - Air Dispatcher

RLC

RLC - Postal and Courier Op

RLC

RLC - Port Op

Reserves - Recruit Yeomanry

RLC

RLC - Driver

RLC

RLC - Logistic Specialist (Supply) Standard

Entry and Reserves

RE Combat Engineer (Reserves)

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RE Driver (Reserves)

RE - Amphibious Engineer (Reserves)

QARANC

QARANC - DE Adult Nurse

QARANC

QARANC - DE Mental Health Nurse

Inf

TA - Recruit HAC

RA - Gunner Crewman

Reserves - Recruit RA/RHA

Reserves - Recruit (F) RA/SNHY

RLC

RLC - Chef

INF

Infantry - Guardsman Junior Entry

INF

Infantry - Paratrooper Junior Entry

INF

Infantryman Junior Entry

RCAM

RCAM - Musician Standard Entry & Reserves

RLC

RLC Pioneer

INF

Infantry - Guardsman Standard Entry &

Reserves

INF

Infantryman Standard Entry & Reserves

INF

Infantry - Paratrooper Standard Entry &

Reserves

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Intentionally blank

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ANNEX E TO CHAPTER 40

SAFEGUARDING VULNERABLE GROUPS – ARMY ROLES COVERED UNDER THE

REHABILITATION OF OFFENDERS ACT 1974 (EXCEPTIONS) ORDER 1975

Disclosure and Barring Service (DBS)

Require Enhanced DBS or Enhanced Access NI

Dental Nurse

Dental Technician

Combat Medical Technician

Clinical Physiologist

Operating Department Practitioner

Pharmacy Technician

Radiographer

Paramedic (Reserves only)

Registered Nurse

Student Nurse

Registered Nurse (Mental)

Student Registered Nurse (Reserves only)

Health Care Assistant

Chaplains

Medical Officers

Basic Disclosure only

Biomedical Scientist

Environmental Health Technician

RMP undertake vetting via SPCB (Service Police Crimes Bureau)

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ANNEX F TO CHAPTER 40

REJOIN POLICY PRIOR SERVICE CHECKS - DELEGATED AUTHORITIES

1. Rehabilitation of Offenders Act. The Rehabilitation of Offenders Act 1974 (ROA)

was changed on 10 March 2014, specifying that following a specified period of time which

varies according to how the original offence was dealt with, cautions and convictions may

become ‘spent’ - as a result of which the offender is regarded as rehabilitated; the time it

takes for an offence to become ‘spent’ depends on the sentence given not the offence

committed. The 2014DIN01-216 contains more details, notably Annex A which gives a

guide to rehabilitation periods. Annex A to the ROA DIN must be consulted to confirm if a

civilian or military conviction has been spent.

2. Future Employment. For most purposes the ROA treats a rehabilitated offender as if

he or she had never committed an offence and, as such, they are not required to declare

their spent caution(s) or conviction(s) when applying for most jobs or insurance. As a

result, an employer cannot refuse to employ someone (or dismiss someone) because he

or she has a spent caution or conviction unless an exception applies. As a result, under

the ROA, the Army cannot refuse to consider employment purely based on a ‘spent

conviction’.

3. Prior Service Checks (PSC). If during PSC an applicant has been found to have

been discharged in accordance with QR(Army), it must first be confirmed that any

conviction is spent otherwise the individual will not be permitted to rejoin. For those with no

convictions, or whose convictions are considered spent, the relevant authorities to allow an

application to proceed are as follows:

a. Hd Pers Pol (A). Hd Pers Pol (A) via SO2 Discharges, is the relevant authority

to adjudicate on any exceptional or complex cases irrelevant of discharge code. In

addition, Hd Pers Pol (A), via SO2 Discharges is the exclusive authority for the

following QR(Army) paragraphs:

Ser

QR(Army)

Reason

9.396

Having been sentenced by a court-martial to dismissal from Her

Majesty’s Service

9.397

Having been sentenced by a court-martial to dismissal with disgrace

from Her

Majesty’s Service.

9.404

Gross Misconduct – authority for discharge is the Brigade or Station

Commander.

9.405

Retention undesirable in the interests of the Service - authority for

discharge is

the Brigade or Station Commander.

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b. Employment Branch. SO2 Empl Plans, through SO1 Occ Med ARITC, is the

final authority where an individual was discharged under the following QR(Army)

paragraphs:

c. Recruiting Group. The following QR discharge paragraphs are acceptable and

applications may be processed by ARITC-RG without further consultation:

Ser

QR(Army)

Reason

9.373

By right, having given the appropriate notice

9.374

At the soldier’s request on payment (Reserved)

9.375

At the soldier’s request, free on compassionate grounds

9.376

At the soldier’s request

9.377

At the soldier’s request

9.380

Not finally approved for service

9.381

Defect in enlistment procedure (unless Medical related).

9.382

Having made a false answer to a question in his attestation paper

9.383

Unsuitable for Army service – 12 month caveat for rejoining

10.

9.388

Having reached the age limit for service in the Regular Army

11.

9.389

By right having given the appropriate notice (NTT)

12.

9.390

Having claimed discharge under Regs 15(6) of Army Terms of

Service Regulations (ATSR) 1992 (Reserved)

13.

9.391

Having applied to determine service of claim discharge (Discharge as

a Right)

14.

9.392

Having Claimed Termination under Section 15 of the AA 1955

(reduced in Rank from WO)

15.

9.393

On completion of engagement

16.

9.395

Free on family grounds

17.

9.398

On termination of engagement

18.

9.399

At the soldier’s request on payment (Reserved)

19.

9.400

At the soldier’s request – after the completion of 16 or more years’

service on a current engagement (QR(Army) para 9.400g subject to

Pers Pol authorisation)

20.

9.401

At the soldier’s request – before the completion of a normal regular

engagement but with 22 or more years’ reckonable service for

Ser

QR(Army)

Reason

9.381

Defect in enlistment procedure – if medically related aspects

9.385

Ceasing to fulfil Army medical requirements, that is medically unfit

under existing standards

9.386

Ceasing to fulfil Army medical requirements, that is temporarily unfit

for any form of Army service

9.387

Ceasing to fulfil Army medical requirements, that is permanently unfit

for any form of Army service

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pension

21.

9.402

At the soldier’s request free on compassionate grounds

22.

9.407

On appointment to a commission

23.

9.408

Re-enlistment on another engagement

24.

9.409

On Reduction in the Establishment of his Corps. (Redundant by this

Reduction)

25.

9.410

Change in Corps requirements – surplus other than Redundancy

26.

9.411

Not required for further Army service

27.

9.412

Not required for Army service; below physical entry standard for adult

service

28.

9.413

Not required for a full Army career

d. Recruiting Group – QR(Army) para 9.414. Applications involving QR(Army)

para 9.414 ‘Services no Longer Required / Released from Army Service’ may be

authorised to proceed (with caveats) by ARITC-RG in the following circumstances:

(1) Service No Longer Required (SNLR) – CDT positive test or sub cut

off. May apply to rejoin after a period of 2 years since date of discharge,

provided ARITC-RG has obtained the full facts of the case. If accepted to return

to duty, applicants are to be informed that they will be placed on the individual

retest (IRT) programme and subjected to no-notice CDT for up to two years

after rejoining. In these cases, the Applicant must be seen at a face to face

interview with an SPSO.

(2) Service No Longer Required (SNLR) – Admission of having taken a

Banned Substance – Drugs Admit. May apply to rejoin after a period of 2

years since date of discharge, provided ARITC-RG has obtained the full facts of

the case. If approved to return to duty, applicants will be placed on the IRT

programme and subjected to no-notice CDT for up to two years after rejoining.

In these cases, the Applicant must be seen at a face to face interview with an

SPSO.

(3) Service No Longer Required – Temperamentally Unsuitable for Army

Service. May apply to rejoin after a period of over 2 years since date of

discharge, subject to their conduct and efficiency prior to discharge but above

all the needs of the service. Where an applicant’s conduct on discharge was

less than ‘Exemplary’ RG must consult SO2 Discharges for advice. In less

straight forward cases both Pers Pol (Army) and OH final approval may be

required, in particular if parallel medical concerns were raised on

discharge/PTSD etc. In these cases, the Applicant must be seen at a face to

face interview with an SPSO.

(4) Service No Longer Required – AWOL. In most cases may apply to rejoin

after a period of over 2 years since date of discharge. In the case of relatively

young or previously inexperienced applicants the period of 2 years may be

reduced to one year. In all AWOL cases, the Applicant must be seen at a face

to face interview with an SPSO.

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(5) Release from Army Service (RFAS). ARITC-RG may assess each

application on its own merits provided there has been a minimum of 1 yr since

date of discharge. In these cases, the Applicant must be seen at a face to face

interview with an SPSO: in cases where the individual previously left for

compassionate or welfare grounds a welfare assessment by ARITC-RG may be

appropriate before proceeding.

(6) Released from Army Service (Unhappy under 18 years of Age (U18))

or RFAS or SNLR if still at Phase 1, 2 or Phase 3 Special to Army Training

before Discharge. Whilst there is no time limit on applying to rejoin in these

cases, the Applicant must be seen at a face to face interview with an SPSO:

Important in these cases is the assessment of the original discharge AFB 130A

(D) and final reports from the ARITC Training Agencies, which led to the

individual leaving the Army. If recently discharged it may be in the interests of

all parties if the applicant does not return to his previous training unit for re-

assessment.

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AEL 135 40/G-1 AC 60974/2

ANNEX G TO CHAPTER 40

REJOIN PROCESS FLOWCHART 1 – INITIAL STAGES COMMON TO ALL APPLICANTS

Applies

online

NRC conducts

Prior Service

Check

Age

Reason

for

leaving

Med Status

on discharge

Capbadge

Dates of

Service

<56 yrs

old

>56 yrs

old

MND

MLD

MFD

<12 months

since application

>12 months

since application

<6 years since

discharge

>6 years and

<10 years since

discharge

Sub-Cpl or above

at discharge

>10 years since

discharge

Can enlistment be

completed prior to

birthday? If no

end application

Cat A

Flowchart 2

Cat C

Flowchart 3

Cat B

Flowchart 3

Book

PSMA

Request

RGMD

Below Sub-Cpl at

discharge

Date of last

medical check

Book

PSMA

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Intentionally blank

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AEL 135 40/H-1 AC 60974/2

ANNEX H TO CHAPTER 40

REJOIN PROCESS FLOWCHART 2 – CATEGORY A APPLICANTS

Cat A

MND

MLD

MFD

Self – dec

and PHCR

requested

New capbadge

Old capbadge

CMs check SJARs

and recommendations

for role suitability

NRC arrange SPSO

interviews and RFT

(E) (if req)

Left 0-1 yrs

NRC check the OAVL

for current vacancies

CMs confirm vacancies if

choice is not on OAVL

Applicant completes

suitability check with

NRC Rehire Team

Applicant attends

SPSO interviews

and selections

SPSO recommendations

sent to NRC

Applicant Accepted

Flowchart 4

Yes

>37 yrs old

<37 yrs old

Request

RGMD

Left 1-6 yrs

NRC arrange SPSO

interviews for

Applicant

Applicant attends

SPSO interviews

and selections

SPSO recommendations

sent to NRC

Left 0-1 yrs

Left 1-6 yrs

Self – dec

and PHCR

requested

Book PSMA

and PHCR

requested

Old capbadge

New capbadge

CMs check SJARs

and recommendations

for role suitability

NRC arrange SPSO

interviews Applicant

Applicant attends

SPSO interviews

and selections

SPSO recommendations

sent to NRC

NRC check the OAVL

for current vacancies

CMs confirm vacancies if

choice is not on OAVL

Applicant completes

suitability check with

NRC Rehire Team

NRC discuss

capbadge options

NRC check the OAVL

for current vacancies

CMs confirm vacancies

if choice is not on OAVL

Applicant completes

suitability check with

NRC Rehire Team

NRC discuss

capbadge options

Check results

uploaded to DRS

Check results

uploaded to DRS

Check results

uploaded to DRS

Book

PSMA

CM passes application

to 2nd / 3rd choice CM

Request

RGMD

End application

after 3

rejection

NRC discuss

capbadge options

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AEL 135 40/I-1 AC 60974/2

ANNEX I TO CHAPTER 40

REJOIN PROCESS FLOWCHART 3 – CATEGORY B AND C APPLICANTS

Cat B

and C

MND

MLD

MFD

NRC check the OAVL

for current vacancies

CMs confirm vacancies if

choice is not on OAVL

Applicant completes

suitability check with

NRC Rehire Team

NRC discuss

capbadge options

Check results

uploaded to DRS

NRC arrange SPSO

interviews for Applicant

Applicant attends

SPSO interviews and selections

SPSO recommendations

sent to NRC

CM passes application

to 2nd / 3rd choice CM

Applicant Accepted

Flowchart 4

End application

after 3

rejection

Yes

Request

RGMD

Book PSMA and PHCR

requested. Book RFT(E) if req

CMs check SJARs

and recommendations

for role suitability

AGAI Vol 2 Ch 40 RECRUITMENT POLICY April 2021

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AEL 135 40/I-2 AC 60974/2

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AEL 135 40/J-1 AC 60974/2

ANNEX J TO CHAPTER 40

REJOINER PROCESS FLOWCHART 4 - FINAL STAGES COMMON TO ALL

APPLICANTS

Applicant

Accepted

CM produces Terms of

Engagement (ToE)

NRC produces Offer Letter &

arranges SCT Blood test

Applicant reads ToE and Offer

letter. Signs and returns Letter

NRC discusses start date

with Applicant and CM

NRC informs Unit

or Training Est

of reporting date

NRC send ToE

to Pers Admin for

JPA rebuild

Applicant arrives at

Unit or Training Est

Unit attests Applicant, conducts IMA check (applicant provides

SCT blood test results), starts pay action, checks JPA record,

and places SCT+ personnel on 4-week progressive PT

programme.

In-Unit Probation

year starts

AGAI Vol 2 Ch 40 RECRUITMENT POLICY April 2021

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Intentionally blank

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ANNEX K TO CHAPTER 40

National Recruiting Centre (NRC) Official Use – OS-Personal (when complete)

REJOINER

NRC CANDIDATE APPLICATION to APC (Part1)

When complete email to: (Insert APC email address)

1. Personal Details (section 1- 6 to be completed by candidate)

Forename(s)

Surname

Date of Birth

Nationality

Marital status

Number of

Children

NRC Candidate Unique Reference Number

Candidate Address

Telephone Number

E-Mail Address

Driving licence

held?

Driving Ban

(Y/N)

Points on licence

2. Rejoin into (Arms/Corps)

Capbadge

Main Trade

Choice 1

Choice 2

Choice 3

Preferred Start Date

3. Location preferences

Preferred location 1

South England, North England, Wales, Scotland, NI, Other*

Preferred location 2

South England, North England, Wales, Scotland, NI, Other*

Preferred location 3

South England, North England, Wales, Scotland, NI, Other*

Non-preferred location

South England, North England, Wales, Scotland, NI, Other*

* delete as appropriate

4. Employment

Current

Occupation/Employment

Date Started

Notice Period Required

5. Previous Service Details (to be completed from JPA by the NRC)

Service Number

Regt/Corps

Rank on

discharge

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AEL 135 40/K-2 AC 60974/2

Date of Enlistment

Main Trade

Unit on discharge

Date of Discharge

Period

Served

Years

Days

Discharge Queens

Regulation

(e.g QR 9.414)

Special

Enlistment

Authority

Hd Pers Pol/SO2 Empl WF Pol/

Occ Med/Hd Pers Sy (A)/Other

(please specify)

JMES on discharge

MFD/MLD/MND (T)/(P)

In receipt of Army pension

(Yes/No)

Verified from certificate

of service (Yes/No)

Date Prior Service Check

Completed

Other relevant information

Must include a comment if the candidate requires a PSMA.

PSMA outcome and medical grade (specifically using the terms MFD/MLD/MND) must be

confirmed by email to CM.

6. CSM details:

Name

Direct Telephone

Number

Date Completed

7. APC employment review recommendations:

Date application sent to SPSO/RCMO for Interview

(Section 9 to be completed with SPSO comments

once interview has taken place)

RIC/PRAC Required (Yes/No)

Attendance at a Specialist Selection Board/Audition

required (Yes/No)

Application to rejoin supported (Yes/No)

Justification for rejection – this section must be completed if APC does not support

the application

8. APC Career Manager details:

Name

Rank/Grade

Appointment

E-mail

Telephone

Number

Date Completed

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AEL 135 40/K-3 AC 60974/2

Details on this form must be entered onto the Rejoin dBase and the form returned to the

NRC CSM within 7 days of receipt.

9. SPSO/RCMO employment review recommendations (if applicable):

Date of SPSO/RCMO interview

Recommend application to rejoin supported

(Yes/No)

Justification for rejection – this section must be completed if SPSO does not support

the application

10. SPSO/RCMO details:

Name

Rank/Grade

Appointment

E-mail

Telephone

Number

Date Completed

AGAI Vol 2 Ch 40 RECRUITMENT POLICY April 2021

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ANNEX L TO CHAPTER 40

UNIT INFORMATION – ENLISTMENT

1. Enlistment Procedure. On successful completion of the [rejoin] recruitment process,

a candidate undergoes the enlistment

procedure. The point of enlistment alters the legal

status of the candidate, making the person subject to Service law and is therefore a

significant step in a person’s life. An appropriate officer will conduct this procedure and

attest

to its validity. The enlistment procedure set out in Chapter 18 to JSP 830 must be

followed: for ease, some pertinent extracts with additional information are below:

2. Enlistment Notice and Paper (AF B271 W). The candidate is issued with the

enlistment notice and paper during the recruiting process and asked to provide written

answers to the questions in the enlistment paper, having been warned by the recruiting

officer that it is an offence to provide false answers. The enlistment notice sets down the

general terms and conditions of enlistment and service and the enlistment paper contains

the questions to be answered, the declaration by the person offering to enlist, and the

attestation by the recruiting officer.

Oath of Allegiance / Solemn Declaration

3. Oath of Allegiance. Whilst the signed declaration made at enlistment is a legal

matter, the Oath of Allegiance

has an educational, symbolic and solemn purpose. The

swearing may be conducted during the first day of training or if considered more

appropriate, at another suitable point, at the convenience of the single-Service. Swearing

the oath of allegiance is a requirement of the Services for service in Her Majesty’s forces.

Swearing the Oath of Allegiance is viewed as a mark of the individual’s loyalty to the

Crown and therefore, their willingness faithfully to serve as a member of the Armed

Forces.

4. The Oath of Allegiance ceremony should be a formal and solemn occasion,

conducted in a manner that emphasises the gravitas of the enlistment the service person

is about to undertake. Every effort should be made to ensure that a due sense of occasion

accompanies the ceremony. Whilst this sense of occasion may be supported by

appropriate accoutrements such as Colours, a portrait of The Queen, the playing of The

National Anthem etc., the only mandatory requirements are that the recruit [rejoin]

should stand whilst taking the Oath and where applicable hold in the right hand the

appropriate religious text as detailed below.

5. QR(Army) contains the form of words to be used for the Oath, the text of which is

provided below:

“I…… swear by almighty God that I will be faithful and bear true allegiance to Her

Majesty Queen Elizabeth II, her heirs and successors and that I will as in duty bound

“Enlistment” denotes the point at which a recruit becomes a member of the armed forces; that is, when the declaration is made and

signed on the enlistment paper.

“Attestation” is the evidencing of the validity of the process leading to the recruit’s enlistment by the recruiting officer, and in particular,

the genuineness of the recruit’s answers on the form.

Those who, for whatever reason, are unable to swear an oath of allegiance may make a solemn affirmation to the same effect.

AGAI Vol 2 Ch 40 RECRUITMENT POLICY April 2021

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AEL 135 40/L-2 AC 60974/2

honestly and faithfully defend her Majesty, her heirs and successors in person, crown

and dignity against all enemies and will observe and obey all orders of her Majesty,

her heirs and successors and of the generals and officers set over me.”

* The term ‘Almighty God’ is the common and accepted term used across the majority of

the main minority faiths across the Army, ie. Jews, Muslims, Sikhs, Hindus. Therefore the

wording of the oath need not be altered to reflect the main minority faiths. Buddhist recruits

and those who subscribe to other religions who may express reluctance to use the term

‘Almighty God’ should adopt the Solemn Affirmation as given below.

6. Solemn Affirmation. In accordance with JSP 830, the solemn affirmation may be

used for those who object to taking an oath, or for those for whom it is not reasonably

practicable to administer the Oath in the manner appropriate to their religion. All recruits

from the Non-British Component are required to make an affirmation and are not to

swear the Oath of Allegiance. The text is given below:

“I, ......................, solemnly, sincerely and truly declare and affirm that (or ‘swear’ in

words of the relevant religious binding oath) that I will be faithful and bear true

allegiance to Her Majesty Queen Elizabeth the Second, her heirs and successors,

and that I will, as in duty bound, honestly and faithfully defend Her Majesty, her heirs

and successors, in person, crown and dignity against all enemies, and will observe

and obey all orders of Her Majesty, her heirs and successors, and of the generals

and officers set over me.”

Religious Texts

7. Christian Oath. The Oaths Act 1978 stipulates that Christian or Jewish soldiers

taking an oath should hold a copy of the New Testament or Old Testament respectively.

There is no requirement to raise the left hand whilst taking the oath.

8. Other Religions. In the case of a soldier who is neither a Christian nor a Jew, the

oath should be administered in a manner consistent with the practices of their religion. The

process and form of words described above is acceptable for all the main minority faiths

listed below. Some may wish to take the oath on an appropriate text, the details of which

are given below. Religions not listed are not represented across the Army in significant

quantity to warrant provision of the appropriate texts. If the appropriate text is not

available, or it is not reasonably practicable to administer the oath in the manner

appropriate to their religion, a solemn affirmation may be made instead. Recommended

religious texts

4 for other faiths are:

a. Sikhism. The Sacred Nitnem.

b. Hinduism. The Bhagavad Gita.

c. Islam. The Holy Qur’an.

Texts recommended for purpose by the respective minority faith Civilian Chaplains to the Military and approved by the Armed Forces

Chaplaincy Board. Further details can be found in 2008DIN01-032 – Guidelines for World Faith Prayer Rooms.

AGAI Vol 2 Ch 40 RECRUITMENT POLICY April 2021

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AEL 135 40/L-3 AC 60974/2

d. Buddhism. The Dhamma Pada.

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AEL 135 40/M-1 AC 60974/2

ANNEX M TO CHAPTER 40 - COVID-19 FAST TRACK REJOIN POLICY

Issue

1. Aims.

a. To provide clear guidance on the extraordinary fast track rejoin process.

b. Provide guidance on changes to routine rejoiner policy to mitigate medical and

security workforce restrictions in response to COVID-19.

c. Provide guidance that the Army should seek to re-employ potential rejoiners. If

unable to be reemployed at their previous rank for structural or other reasons, an

alternative offer should be made. Capbadges have the right to say no, but this

should be in exceptional circumstances.

2. Terminology.

a. Rejoin. The term ‘rejoin’

means the re-enlistment of trained ex-Reg

(completion of Basic Training), with the exception of Inf ORs who must have

completed the full Combat Infantry Course personnel.

b. ‘Fast Track’ rejoiners must have completed ITT to be considered in the

timelines.

c. Reinstatement of Officers to the Active List. Officers who retired may

request to be instated directly to the Active List, those who have resigned may seek

to be commissioned onto the Active List. Whilst it is acknowledged that officers are

reinstated, rather than re-enlisted, the soldier terminology will be used throughout for

brevity of policy.

d. Fast Track. A ‘Fast Track’ candidate is a veteran who:

(1) Left the Army within the last 36 months.

(2) Returning to the same Main Trade for Pay and capbadge.

As announced by CGS on 28 Jun 16, personnel who have successfully completed Regular Army Basic (Phase 1) training are to

beconsidered ‘trained strength’ (ACIN 25/16).

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(3) Had no less than 24 months remaining on previous engagement or

commission.

(4) On leaving had a JMES grade of Medically Fully Deployable or Limited

Deployable and can self-declare they have had no significant injury or illness as

a veteran that would impact their JMES grading on rejoining the Army.

(5) Can declare they have no unspent convictions on a MOD 493.

3. Exclusions. This policy does not cover:

a. Transfers. Intra Army, Intra capbadge and Reserve to Regular.

b. Untrained Ex-Service Personnel. These must be dealt with as a potential

new recruit by the NRC.

c. Ex-Service personnel from other Services. See AGAI 40.

d. All other rejoiners who do not meet the fast track criteria. See AGAI 40.

e. Reserves or FTRS mobilised in response to COVID-19.

4. Regular Reserve Membership.

a. Officers. Officers who have retired retain their Land Forces Commission and

as such are members of the regular Reserve. Officers who have resigned have left

the Active List, Army Reserve or Regular Reserve and have terminated their Land

Forces Commission, as a result they have no call out or recall liability or rank. The

AEB may reinstate the former to the Active List or grant a Land Forces commission to

the latter.

b. Soldiers. In accordance with QR(Army) para 9.113, soldiers who are a

member of Section A of the Regular Reserve may apply to re-enter the Regular Army

and have their previous service considered. Those personnel who left Regular

service without ‘Regular Reserve Liability’ (not Section A) who wish to rejoin the

Regular Army must volunteer to be a voluntary member of Section D of the Regular

Reserve in order to subsequently rejoin.

c. To simplify the process, when applying to rejoin the Reg Army, it is accepted

that those without Reg Res liability are volunteering to become a Section D member

of the Reg Res in order to rejoin.

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d. Unsuccessful Rejoin applications will not remain Section D members unless

they separately apply to do so.

e. Should a Rejoin applicant not be willing to volunteer to be a member of Section

D they cannot return to the Service ‘as if they never left’ and will instead need to re-

enlist.

Eligibility Criteria and Checks

5. Age. Fast Track candidates must enlist before their 57

birthday.

6. Prior Service Checks. The NRC is responsible for conducting PSC before

onward movement of an individual’s application to the APC. PSC, including examining the

reason for original discharge, will take place to assess an applicant’s eligibility for

application. If the NRC is unable to obtain the required information from an individual’s

previous service through their PSC the candidate will move to the typical rejoiner pathway

in AGAI 40.

7. Brigade of Gurkhas. Those wishing to rejoin the Bde of Gurkhas into a GURTAM

PID must be Nepalese and only hold a Nepali passport. If a Gurkha has subsequently left

and taken Indefinite Leave to Remain and received their British passport, they must rejoin

as UKTAP, through the AGAI 40 pathway.

8. Reason for leaving the Service. The following paras detail those rejoiners who are

eligible for the fast track timelines. All other rejoiners are welcome to apply to rejoin under

the standard AGAI 40 pathway:

a. The Rehabilitation of Offenders Act 1974. Provides that sentences of

dismissal at Court Martial carry a rehabilitation period of 12 months, after the which

the conviction will be spent. For those under 18 years of age, the conviction is spent

after 6 months. Once a conviction has become spent under the Rehabilitation of

Offenders Act 1974, a person does not have to reveal it or admit its existence, unless

an exception applies. An employer cannot refuse to employ someone, or dismiss

them, because they have a spent conviction unless an exception applies.

Consequently, while someone dismissed at Court Martial would not have left the

Army voluntarily, a spent sentence of dismissal at Court Martial is not, in itself,

reason to deny someone access to the fast track scheme.

b. Officers. Officers who requested PVR under article 198 of the Pensions and

Appointments Warrant may utilise the Fast Track Scheme. Officer applications are to

be approved by APC Branch Cols, consulting with Corps Cols as required, in lieu of

Arms Selection Boards, prior to submission to Officers Secretariat for consideration

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by the Army Employment Board. The Rehabilitation of Offenders Act 1974 (para 8a)

applies for any officer awarded a sentence of dismissal by CM or were required to

retire or resign their commission as a consequence of a custodial sentence awarded

by a civilian court. Those Officers called upon by the Defence Council to retire or

resign their commission may not use the scheme, unless the sentence which caused

their retirement or resignation is spent. If NRC has any doubt over eligibility for Fast

Track scheme, this should be sent to Pers Pol, Officer Pol.

c. Soldiers. The Rehabilitation of Offenders Act 1974 (para 8a) applies for any

soldier awarded a sentence of dismissal by CM or were discharged as a

consequence of a custodial sentence awarded by a civilian court. Any soldier

discharged as a result of administrative action pursuant to AGAI 67 will not be

considered under the Fast Track scheme, unless the sentence which caused their

discharge in line with the Rehabilitation of Offenders Act 1974 is spent (see guidance

at para 8e). Those rejoiners ineligible for the Fast Track scheme, may be considered

under the standard AGAI 40 pathway

d. The following QR(Army) paragraphs are acceptable for Fast Track and may be

processed without further consultation.

Ser

QR(Army)

Reason

9.373

By right, having given the appropriate notice

9.374

At the soldier’s request on payment (Reserved)

9.375

At the soldier’s request, free on compassionate grounds

9.376

At the soldier’s request

9.377

At the soldier’s request

9.389

By right having given the appropriate notice (NTT)

9.390

Having claimed discharge under Regs 15(6) of Army Terms of

Service Regulations (ATSR) 1992 (Reserved)

9.395

Free on family grounds

9.399

At the soldier’s request on payment (Reserved)

10.

9.400

At the soldier’s request – after the completion of 16 or more years’

service on a current engagement (QR(Army) para 9.400g subject to

Pers Pol authorisation)

11.

9.402

At the soldier’s request free on compassionate grounds

The AGAI 40 pathway typically takes 8 weeks. Candidates should have their expectations managed accordingly by the NRC

candidate support managers as timeframes may be extended due to COVID-19 restrictions.

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e. Hd Pers Pol (A). Soldiers who were discharged as a consequence of a

custodial sentence awarded by a civilian court or awarded a sentence of dismissal by

CM should not be prevented from using the scheme if the sentence which caused

their discharge is spent. In line with Annex F to AGAI 40, Hd Pers Pol (A), via SO2

Discharges is the exclusive authority for the following QR(Army) paragraphs. In all

cases the RoA applies:

Ser

QR(Army)

Reason

9.396

Having been sentenced by a court-martial to dismissal from Her

Majesty’s Service

9.397

Having been sentenced by a court-martial to dismissal with disgrace

from Her

Majesty’s Service.

9.404

Gross Misconduct – authority for discharge is the Brigade or Station

Commander.

9.405

Retention undesirable in the interests of the Service - authority for

discharge is

the Brigade or Station Commander.

9. Medical Standards. Fast Track candidates must have a JMES grade on discharge

of:

a. Medically Fully Deployable.

b. Medically Limited Deployable.

10. If the rejoiner is found to be below the required standard at their IMA they may be

discharged in accordance with AGAI 78, or defect on enlistment. There is no time

limitation on this defect on enlistment.

11. Medical Assessment Requirements. The following medical assessments apply for

fast track candidates.

Ser

Rejoin