1. Cadet Expansion Programme: 2013 to 2018AC
Cadet Expansion Programme: 2013 to 2018
“A new Contingent, Planning for Success”

2. A unique opportunity for students and staff from within state education to access experiences and training not ordinarily accessible to many.
Gaining life-skills and experiences; a sense of self-worth and responsibility; leadership; teamwork; discipline and self-reliance; pride and ambition; resourcefulness; perseverance; sense of duty and service to the community. AC

3. “Over to you Section Commander, brief your people…”AC
“Over to you Section Commander, brief your people…”

4. A ‘hub and spoke’ organisational model for five schools
Corby Business Academy
[CBA]
(HUB)
Corby Technical School
[CTS]
Brooke Weston Academy
[BWA]
Thomas Clarkson Academy
[TCA]
Kettering Science Academy
[KSA] AC

5. “Thinking clearly under pressure…”AC
“Thinking clearly under pressure…”

6. Brooke Weston Trust CCF
School locations:
Brooke Weston Academy, BWA (Blue)
Corby Business Academy, CBA (Green)
Corby Technical School, CTS (Orange)
Kettering Science Academy, KSA (Purple)
Thomas Clarkson Academy, TCA (Yellow)
Pros:
Good adjacent links within Northamptonshire.
Reduces duplication of resources
Central administration
Cons
Reduced CCF visibility in ‘spoke sites’
Transport logistics
Each site needs a CFAV
Scale: ______ 10km. Eg: CBA to TCA (red line) = 70km MI

7. “Ok Boss, now what?” MI

8. A ten year project 1st five years Implementation 2nd five years:
Pre-start > start > expansion to capacity
Establish relationship with Cadet Training Team, CTT
2nd five years:
Review of CCF offer
growth : rationalisation : expansion
Operation of schools as satellites to main hub school
Should it take so long?
Establish trust and confidence from the CTT
Build “culture and climate”
Create a ‘meritocracy’ rank structure to embed formal leadership
Recruit, train and develop staff
Participation to be seen “as something of privilege”
Unsustainable if not adequately resourced MI

9. Forming, Storming, Norming, Performing!
Annual Camp: Warcop 2017
Forming, Storming, Norming, Performing!

10. BWT CCF Development Timeline
Project Years
Month/Year
Action
Location
Year of Contract -2
April 2013
Contingent Commander ‘Designate’ training
Oundle
Pre contract -1
Sept Aug ‘14
Staff Training/familiarisation
Pre Contract 1
Sept 2014-Aug ‘15
Staff & 1st Year Cadets 2
Sept 2015-Aug ‘16
Staff & 1st + 2nd Year Cadets
CTS 3
Sept 2016-Aug ‘17
Staff & 1st + 2nd + 3rd Year Cdts
CBA 4
Sept 2017-Aug ‘18
Staff & 1st + 2nd + 3rd + 4th Yr. Cdts 5
Sept 2018-Aug ‘19 MI

11. BWT CCF Cadet Expansion Model
 YR 1
START of INDEPENDENT CONTINGENT
YR 2
YR 3
YR 4
YR 5
YR 6
Prog. Year
Cdt Yrs
201-’15
2015-’16
Actual
2016-’17
2017-’18
2019-’20
Number of Cadets
4th 10 5
3rd 15 4
2nd 24 20 30 26 12
1st 45
Total 54 50 75 55 85 66
105
115
(-4)
(-20)
(-19)
ADULTS CC
Desig. 1
SSI 0*
CFAVs (Off) 3 2
Civilian Assts.
Totals 9 7 8 13
Total (ex SSI) 6 11
(-1)
(-3) MI

12. “Advance to contact” 3 different schools 3 different towns
Y13, Y11 (i/c) & Y10 MI

13. Recruitment process for staff
BWT CEO set strategic objective to create the CCF
Contingent Commander tasked to deliver
School Principals held accountable for ongoing commitment
All staff are VOLUNTEERS: opportunity advertised across the MAT annually
Application to Contingent Commander requires Principal’s backing
Release of staff to begin CCF enrolment process.
Option 1: Civilian Assistant (immediate)
[new CFAV Sgt pathway?]
Option 2: Commissioning route (1 year)
Training of Cadet Force Adult Volunteers
Mentoring of new staff MI

14. Recruitment of cadets Step 1 > March
First Year Cadet cohort limited to 45 places.
Secure Academic Profile
Student applications endorsed by their Academy.
Step 2 > April-May
Student letter of application
Principal, SSI/Officer interview and shortlist.
Step 3 > May-June
Final Shortlist
Final Interview: Contingent Commander and SSI
Letter of Cadetship to successful applicants
Return Cadetship acceptance, consent forms and uniform sizes
Step 4 > September
Uniform issue and begin enrolment MI

15. Sustainability Trust level political will to support
Transferable Life Skills
New friendships
Self confidence
New experiences
Trust wide activity
Recruitment of cadets
Training of adult staff
Exit pathways for cadets
Anecdotal vs evidenced research
Collaboration
Intra & Inter Trust
Resources
Financial/Human/Physical
Endorsement
Trustees
MAT Board
Senior educational staff
Trust level political will to support
Delivery of CCF Experience
Impact of CCF on Cadets
Demonstrable impact for Trust AC

16. Obstacles & Solutions Staff: Student/Cadet
Numbers / Quality > Collaboration
Commitment > Commend those who do
Student/Cadet
Aspirations > Exposure to opportunities
Subject demands > Academic first priority
Timetable clashes > engagement with school staff
Term dates > Alignment would be helpful! AC

17. CCF: “Worth it?” Classic Leadership model: >Clear strategic aim set
Delivery plan endorsed
>Delivery team established
Clear chain of command
resourced and trusted to get on with it
>Review of progression toward strategic goal
With CEO and CTT > communicated to delivery team
Personal Development
Student and Staff MI

18. Lessons learned Firm strategic aim: Resource CCF appropriately
be clear about why you want a CCF
Resource CCF appropriately
invest in people / equipment
Active collaboration
“open approach” to outside agencies
Involvement
take advantage of every offer
Flexibility
expect and plan for “churn”
Exposure
celebrate internally and where possible externally all things CCF MI