AGC RMP Retention/Recruitment: Are we full or half-empty?

AGC RMP Retention/Recruitment: Are we full or half-empty? No one seems to know. What's the view from a Provost Company/Branch Sect perspective?
i have no idea,
what i do know is that all the recruits that went on a phase 2 visit to the RMP recently came back and non of them wanted to stay in the RMP.

prisoner said:
i have no idea,
what i do know is that all the recruits that went on a phase 2 visit to the RMP recently came back and non of them wanted to stay in the RMP.

Probably reading too much into comments on ARRSE…….LOL
Phase 2 visit? Shouldn't they be in training by this point?

Also, do you mean "Are we half full or half empty"?
No. Cos that would be the same thing and therefore a REALLY BORING question. :)
Some would argue it wasn't the same thing, and would also send you to a head shrinker.


So was I. In fact that's been the party line for some time. I was also led to believe that there was a waiting list for VTs coming over.

There always has been a retention problem for full screws due to a number of reasons, some of which are management influenced whilst others were civvy career influenced, but no one up top has ever shown any real concern with this, as there was always a readily available source of replacement.

What prompted the question in the first place? Mere curiosity or prolonged shortage of staff?
Morale is seriously low in the RMP at the minute, but I dont know, that could be the case army wide, Ive been out for 10 wks, was a full screw who served almost 10 years and really didn't have any incentive to stay in. The big problem for full screws from what I have seen is that they never seem to get any backing from above these days. In that job there are times when you need it and despite what anyone says, very often it isn' t there. I certainly haven't looked back since I got out but on the other hand I certainly dont regret joining.
I applied to join RMP in late January and have to wait till November to start phase1 training, ive been given the impression RMP are full.


Good luck to you, it's not all doom and gloom, however I would advise you to set your sights on a specialist area either inside or outside RMP (Aircrew later on in life? or a commission elsewhere). Take full advantage of the educational facilities and Adventure training offered by the Army, get into sports as well. If you are not a footballer or rugby player, get running and get into the gym. Get running anyway. Half an hour a day is good enough to manitain your fitness. Exercise your noggin. Get down your local AEC. They've got loads of courses that you can do particularly in IT if that's your thing.

Don't stay mainstream and don't listen to those who did and who bad mouth CP or SIB. Take the tales with more than a pinch of salt as that is all they are...tales. Usually told by soemone who wasn't there as well. There are more unhappy chappies percentage wise in GPD. Do your ground work but be ambitious. Everybody started off in GPD. It's very easy to fall into the rut. Choose your role models carefully, keep your mouth shut, your ears and eyes wide open and your hands out of your pockets. Do the sh*t jobs with as much enthusiasm as you do the good ones.

Make the most of your time mate, don't just p*ss it up in the Cpls Mess. I saw so many youngsters fall by the wayside and nearly joined them myself.

Not long until November so don't lose interest. If you are not training physically now, you want to be. The fitter you are, the easier you will find Training.

All the best.
Thanks Biscuits AB, that sounds like some good advice.

Ive also been wondering how long after phase two i'd have to wait before applying for CP or the RMP Airborne unit?

Is there much chance of learning another language as a RMP?

Any help is appreciated.

The current party line is that troops need mainstream experience before they can apply. It used to be that applicants needed to be a full screw before going that way, but I have prepped and despatched suitable LCpls prior to the end of their first 2 years (needs must when there is a shortage of CP trained boys and girls out there).

To be honest I have never explored the (156 Pro Coy) Para issue, so can't comment on how they chose their jump qualified troops.

Despite what has been written above, I would not consider that my Corps has a major morale problem at this time. You are always going to get people who have had enough and it is the inaliable right of every British soldier to gripe, but ask a range of people and don't take the first answer as gospel.

If you want language training then you can apply in a similar fashion to everyone else. I would suggest that in the early days your app would not be supported by your new Chain of Command straight away. You need to learn the basics of the MP roll first. You can always use your learning credits to finance your own course outside of the army.

Best of luck with the process.


The whole issue of getting RMP recruits in the door has been doing the rounds for years. We have always had a healthy recruiting level.Does anyone remember the T***y S*****n roadshow a few years back when she used to tell the disgruntled Cpls to transfer to SPS or just get out, as we had plenty of recruits coming in, hencepeople left in droves. However that situation has now stabilised and we are losing good people at the 6 - 10 yr point, and getting more and more youngsters in. But this is not just confined to RMP and the rest of the British Army. Its recognised that in civvy st that most people will change employment at or around the 6 yr point, unfortunately that is the time we have the best out of the NCO as they are experienced and with either a tour of Germany (policework) and a couple of Op tours under their belt, and have therefore probably done what they joined up to do. They have also received their 5 yr bonus, and are now earning the same if not more than some of their Sgts (see recent pay review). I have had comments from NCOs who see the seniors working long hours for little or no reward. At the same time the SNCOs feel undervalued (see recent CGS briefing notes). So If i was at the stay or go point i would look to see what the future held and unfortunately the view is not good.

The upshot is We have a major retention problem at the 6 yr point 12 yr and even people leaving at the 15 yr point. After that they are into the pension trap. Maybe the bonus scheme needs to be looked at and extra cash bonuses paid at the 8 / 12 / or 15yr point. Would people stay? what do you all think? is it enough?

You make an interesting point and although I think it has always been this way, it has gotten worse over the last few years. In my last unit we had no problems and were fully manned to Establishment. Unfortunately the CP drain, career courses and the amount of biffs always hits hard and where it hurts most. The problem is also made worse by the amount of new guys that a unit has to carry. You get them trained up straight from the ELC and then when they are useful, you lose 'em.

Easy answer - throw more money at the problem. Better pay, T & C of service, better quality housing, more people to reduce the tour rate etc etc.

And pigs might fly.......



BS, I remember TS's visits to the JQCs and her 'if you don't like it get out, I can replace you tomorrow' morale boosters. She didn't do too bad for herself and for a retired Captain. Thank God she's gone.

As for your observations on SNCOs, the problem is that they are not trusted by the Officers. Even the WOs are ignored. Now RMP Officers can deny this all they want. If any wish to PM me I'll rattle off several examples. It's a shame really, but LE Officers and those WOs who are actively seeking a commission above all else and they are many, are partly responsible for the lack of respect towards SNCOs.

It'll never change and that's the sad thing about it. The 'abundance' of replacements has always allowed for RMP management to ignore the issue of retention. I don't believe that bonuses are the right way ahead. People are motivated more by other morale affecting measures. There's quite a few threw caution to the wind and have left after the 12 year point.

It's a numbers game.
:( All up it sounds pretty bleak then! Too many ops...too many theatres of ops.

Question was initiated due to comment on another stream. One guy saying his unit short handed; another not so.

Your point, biscuits, saddens me greatly. I came out in '93 Phase 2 redundancy (volunteered I hasten to add). Back then the Officer Corps relied heavily on us SNCO's and WO's. New Ruperts were even made to shadow SNCO's before going solo. In Derry one (Ops Offr!) even shadowed a senior full screw. I also know of more than one SNCO who covered his OC's arse following naughties. The system worked well.

Have para provost really gone to 156? What happened to 'the Shot'?

Froggie - apologies for my outburst - off to see shrinker now. Byeeeeee. Wibble.
Blacknasty makes a very good point about the small difference between Cpl and Sgt pay rates (true across the board) - and the large difference in reponsibilities - and that some people don't want to promote and be worked to death.

I have had this discussion with quite a few people and they have all said that the guys should just get on with it - it's promotion and more responsibility!

It has always been true that the best rank in the Army is Cpl - good money, top of your particular tree, and not much responsibility. I am not convinced that there is enough money under Pay 2000 to encourage people to make an effort and go further - to overcome the family pressures that mount up in one's mid 20s to mid 30s.

Back from the shrink...prescribed larger quantities of cheap red wine.

:? Litotes, you're a wise old owl man but... What's the point of going on if you're not going on? It's a bit like joining emvironmental health but wanting to stay as a street sweeper. Surely, most people want to get as far as they can... for the kudos if nothing else?
Separate CP from mainstream GPD, it would be sad to lose high quality NCOs but mainstream cant keepsupporting the drain. When we deployed on TELICmost of the key positions including the JNCO ones were vacant due to losing people to CP commitments. That included a lot of people who we had trained during the FRC. It was a massive loss of experienced NCOs not to mention people that you had drunk with trained with and trusted, and that included SNCOs, some may say thats a good thing but its better the devil you know. You cant get that from someone straight from the factory or another unit. No matter how small we are as RMP and purport to know everyone. The biggest problem is the officercareer plan is better planned than the SNCO / NCOs which is a hit and miss affair at times.

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