Shaping the future of defence people
We value the work of our armed forces and are committed to developing people at all levels, so they can enjoy rewarding and fulfilling careers.
Recruiting our future fighting forces
We continue to fulfil the Recruiting Partnering Project (RPP) contract for the British Army, reflecting a shared desire to support great people to secure a fulfilling Army career.
We attract, recruit and select soldiers and officers (Regular and Reserve), managing 84 sites including 68 Army Career Centres and five assessment centres dispersed across the length and breadth of the UK and operationally split into three geographic areas. Additionally, we complete all the medical assessments for Army candidates and under separate contract complete the medical assessments and administration for the Royal Navy recruitment process.
Through 2022 the recruiting environment has become tougher, and there are many external challenges facing both RPP and the wider employment market. Factors that are driving employment nationally, such as low unemployment, high job vacancies, pay, career advancement and skills, make it a difficult landscape for Army recruitment.
Whilst many of the challenges faced by RPP are external, our highly committed team on the project are working tirelessly to address challenges that can impact both recruitment and retention. For example, in early 2022, the MOD and Capita were alerted to a possible cyber-attack on the Defence Recruiting System (DRS) website. Candidate data was discovered to be available for purchase on the dark web. The MOD initiated a major incident, which required the system to be taken offline for a 10-week period.
A multi-disciplinary team was assembled from both Capita and the MOD to address the possible vulnerabilities and over a five-month period, a technical mitigation plan was developed and implemented. With investigations and remedial work completed, it was concluded that there was no evidence of a data breach. Despite the challenges faced, the partnership between Capita and MOD Defence Digital has become stronger than ever, and a collaborative dialogue continues, ensuring the DRS is as candidate friendly and robust as possible.
Looking ahead, the demand from the British Army for 2023/24 will see our biggest recruiting challenge yet, driven by the Chief of the Defence Staff’s ambition to enhance the Army’s readiness to fight alongside our NATO allies and win wars on land. It necessitates a whole Army effort, ensuring the Army’s ability to fight and win wars remains the central focus. We stand side by side supporting the British Army to deliver this. We will continue to make joint investments with the Army to enhance our capabilities, including a transformed Army Jobs website, the use of Artificial Intelligence to improve medical assessment, and a new marketing campaign focusing on the values shared between young people and the British Army.
Keeping the military safe
The Defence Fire and Rescue Project (DFRP) is a 12-year contract with the Ministry of Defence (MOD), providing a preventative, protective and responsive fire and risk management capability, which is cost-effective, affordable, sustainable and agile. Around 500 Capita firefighters work alongside 500 military firefighters and 100 locally employed crew to protect personnel and critical assets at British military sites in the UK and Cyprus.
Critical military assets are protected through state-of-the-art fire prevention and protection technology and risk is reduced through the provision of Fire Risk Assessments across the entire military estate. 128 new state-of-the-art vehicles and more than 2,500 items of PPE ensure that firefighters have the right equipment to do their jobs safely and effectively, while seven DFRP-specific IT systems support the effective delivery of fire and rescue services, generating data and insight and to drive continuous improvement.
The Defence Fire Training Unit, a joint venture between Capita Fire and Rescue (CFR), the Fire Service College and the RAF, delivered training to 2,400 delegates (CFR and RAF firefighters) across 167 courses in 2022. We have also enabled greater use of localised training through the introduction of five new training rigs, including the recently opened rig at Leuchars Station in Fife.
Putting people at the heart of our training
Modernising Royal Navy training involves using, applying, and introducing modern approaches to the service that we deliver through the adoption of new technology and the latest teaching methods, but it is only by investing in our people that we can be truly successful. We develop and invest in our educators, providing engaging and rewarding careers, so they can deliver active learning that will enthuse our trainees and enable the fullest transfer of the required knowledge and practical skills to Royal Navy personnel.
As the Prime for, and as part, of Team Fisher, we are committed to developing our educators as dual-professionals, equipped with world-leading technical and operational subject expertise that is aligned with impactful approaches to learning. By using contemporary and innovative educational technologies we are developing a highly capable, agile and motivated workforce that ensures the highest standards, while helping people to grow and succeed in a global, modern and ready Royal Navy.
This is enabled by working with the following key principles:
Unlocking potential:From administrator to defence trainer
We are committed to creating an environment where everyone has the opportunity to maximise their potential. Olivia Wallis joined the MOD in 2020 as an administrator at HMS Collingwood, but her manager soon spotted her clear potential and she was invited to train as a training instructor. Remembering her journey and how her career transformed.
Excited about the opportunity and nervous in equal measure, I started my defence trainer courses in 2021, learning new skills and with the necessary support from my managers to face my fear - presenting to a class. A year on, I deliver a variety of defence training courses, working in a role that I love and with an exciting career path ahead of me. I’ve now completed the defence trainer supervisor course, and am qualified to support others in their training journey. I aim to spot those with potential and inspire them to take a leap of faith as I did. That’s the hardest bit, then exciting opportunities await!
A seamless transition from the RAF
We work closely with former military personnel, of all skills and experiences, to ensure that they transition into civilian life. We have been employing veterans in Capita for many years and now have almost 700 working across the Group in a variety of roles.
Phil Haines, a former fire officer in the Royal Air Force, joined Capita in March 2022 as Head of Audit and Compliance for Capita Fire and Rescue. Having worked with us during his time in the RAF, Phil decided to make the transition from military to civilian life. He found the recruitment and onboarding process to be efficient and seamless and is pleased to be working within a supportive team. Using his skills and experiences from being a fire officer, Phil’s immediate focus was helping to bring greater efficiencies into current processes. In the long term, he is looking forward to advancing his career in Capita, using his experience to add value and further develop his skills and expertise.
Digitising medical records to improve the recruitment journey
When candidates apply to join the British Army, they are required to provide medical records from their GP. This can often slow down the recruitment process while candidates request and wait for their physical medical records to be delivered and assessed.
In June 2022, we delivered a solution that accelerates the processing of hard copy medical records for all new Army applicants. The Digital Medical Records (DMR) project not only improves the candidate experience, but also improves data security within the medical process.
Medical documents can now be scanned or uploaded directly by the candidate’s GP and delivered securely to the Defence Recruiting System (DRS) where they are presented on a dashboard for clinical review.
The solution currently manages around 40,000 documents a year, including primary healthcare records which detail a candidate’s comprehensive medical history from birth to present day. On average, these records are around 80 pages but can be more than 400!
