Ask the Commander - Responses
Since the revision of the Supplementary Agreement to the NATO Status of Forces Agreement in 1993, the Sending States Forces are not been permitted to issue their own national driving licences to dependents.
Having reviewed the policy, I can confirm that for all dependant vacancies, current employees who are under notice of redundancy are considered prior to advertising. Where no surplus candidate is identified, posts are then advertised externally for a minimum period of 10 days. This allows both current and potential employees to apply to ensure the right person is recruited for the job.
The previous policy, which allowed adverts to be pulled if a new redundancy situation occurred, has now ceased. All vacancies, once advertised, will be open to all applicants and new redundees will be considered along with any other applications for the position.
A Personal and Community Development Learning (PCDL) programme is provided by 41 AEC where a number of vocational and recreational courses are available including Coaching, First Aid, Accounting, Yoga and German courses from Introduction to Intermediate and Expert levels. Full details of the 58 courses currently on offer are available from the PCDL co-ordinator on (0049)5254 9824018 or mil 94879 4018.
For Dependant employees, Pearson TQ now offer a number of options for NVQs including Business Administration, Customer Services, Fork Lift Truck Operation, and Warehouse & Storage. Planning is currently underway to roll-out courses to begin during February 2017. Dependant employees who are interested should contact their local LSU, contact details are on BFGnet https://bfgnet.de/employment/contacts.
I can confirm that flexible working patterns are available and are encouraged, where the job will allow, and it is possible to change the hours on all advertised posts to suit personal circumstances.
The Labour Support Units are aware of the demand for part-time work across the dependant community and support applicants in their requests for consideration of flexible working arrangements.
2. What are the governance arrangements in place to ensure compliance.
3. How many approvals have been given over the last 24 months.
In accordance with BFG Standing Instruction 6200 “A Dep may be employed in the same establishment as the head of family or other relative, but not in the same section, office or department, or under the supervisory control of the head of family or any other relative. Where no alternative source of suitable labour is available Officers Commanding (OC) units may apply for exemption to this ruling to LEC Support Services HQ BFG, through their Labour Support Unit (LSU).”
The policy exists to avoid the potential for more favourable treatment being given to a family member by someone who is in a position to influence that situation from within the direct chain of command.
Exceptions to this general rule may be authorised when it would otherwise be impossible to fill the position concerned (e.g. if scarce specialist skills or experience are essential for the role). In such circumstances it would still be recommended that consideration be given to diverting the direct chain of command (if viable) in order to mitigate the potential for accusations of favouritism.
Of the three referrals within the past 24 months, OC LSU has granted two exceptions. In both cases there has been strong business justification and a modification in the chain of command arrangements.