chapter 7 - security checks - the national...

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CHAPTER 7

SECURITY CHECKS

POINT OF CONTACT - PART 4

CONTENTS

SECTION 1 - THE BASELINE PERSONNEL SECURITY STANDARD

Para0701. Requirement0702. General

SECTION 2 - SECURITY CLEARANCE

0703. General0704. Overseas Candidates0705. Re-Entries0706. DVA Processing of Applications0707. Award by DVA0708. Validity of Clearance0709. Refusal of SC0710. Application for Security Clearance

SECTION 3 - REFERENCES

0711. General0712. Confidentiality of References0713. Application for References - Ratings/Other Ranks0714. Application For References - Officer Candidates0715. Unacceptable References

SECTION 4 - ESTABLISHING IDENTITY - OES AIB/AFCO

0716. General0717. Unacceptable Documents0718. Checking Documents

SECTION 5 - NATIONALITY

0719. General0720. Restrictions Occasioned by Nationality Requirements0721. Waiver of the Nationality Rules0722. Royal Navy and Royal Marines Nationality Grid0723. Royal Navy and Royal Marines Reserve Nationality Grid

SECTION 6 - RESIDENCY REQUIREMENTS

0724. General0725. Waivers 0726. Information Seekers – Resident Overseas0727. Residency Requirement

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CHAPTER 7

SECURITY CHECKS

SECTION 1 - THE BASELINE PERSONNEL SECURITY STANDARD

0701. RequirementThe Baseline Personnel Security Standard (BPSS) is a collective term for pre-

employment enquiries made to ensure that suitability has been properly established andchecked, of those who may have uncontrolled access to, or knowledge or custody of,Government assets. The BPSS is an essential part of the MOD’s system of protection againstrisks from terrorism, espionage and crime by providing assurance about the identity andintegrity of individuals.

0702. General

a. The BPSS forms part of the recruiting process. It is important that all thoseconducting any part of the BPSS understand that the suitability of a candidate forNaval Service must be assessed from both security and employability aspects. Whilethe checks for each aspect are complementary, some of the checks for security requiredifferent processes. There will be cases where, although a candidate may be able tomeet the requirements for obtaining a Security Check, they may not, be employable.The converse may also be true. In particular the security checks conducted by DVAusing MOD Form 1109, will only be as good as the information provided by the initialchecker. The role of Careers Staff in conducting the BPSS is therefore of criticalimportance. Unless Careers Staff take great care, and use an inquisitive mind andimagination, in establishing and checking the identity of the candidate, later processesmay be fatally flawed.

b. The following components form part of the BPSS:

c. Initial searches to provide verification and documentary evidence for the BPSSare conducted by OES with ACLOs for officer candidates, and Careers Advisers forrating candidates.

Nationality, Immigration and Residency requirements.

Security and employability

Identity. Security and employability

Record of Criminal Convictions. Trustworthiness, security and employability

By Interview, background, motivation, character and financial difficulties.


By Medical examination, confirmation that there are no indications of instability or addiction.


Suitability established by receipt of satisfactory education, employment, and character references from reliable persons.


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(1) Ratings/Other Ranks Candidates. The BPSS is carried out by the CareersAdviser at the AFCO and, when completed the Careers Adviser, signs the BPSSVerification Record (BPSSVR) on the MoD Form 1109, and forwards the MODForm 1109 to DVA. The BPSSVR must be retained in the S1605 for possiblefuture reference.

(2) Officer candidates. The ACLO must confirm the Identity of the candidatebefore issuing MOD Form 1109. This must be annotated on the BPSSVR on theMoD Form 1109, before passing to the Officer Entry Section (OES) at the AIB,who will check it before forwarding the MOD Form 1109 to DVA

Fig 7-1. BPSS Flowchart

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SECTION 2 - SECURITY CLEARANCE

0703. General

a. Once the candidate is medically fit for entry, references are to be obtained and theBaseline Personnel Security Standard completed. An application is then to be madeto DVA for Security Clearance (SC)

b. A record of the date of despatch of the MOD Form 1109 to DVA is to be made onthe S1605.

c. Candidates may attend the PRMC, musical auditions and selection boards inparallel with the SC application.

d. Careers staff must inform DVA, by letter, of those candidates who are rejected orwithdraw their application after submission has been made to DVA for SC.

e. Should the candidate already hold an SC e,g as a serving member of the RNR/RMR, DVA may transfer the SC without a new MoD Form 1109, although candidatesshould continue to fill in the MoD Form 1109, in order to avoid delay whilst OES/CAsare verifying the SC status with DVA.

0704. Overseas CandidatesOn completion of the Interview and the BPSS the MOD Form 1109 and BPSSVR for

overseas candidates are to be forwarded to DVA. Overseas candidates may attend thePRMC, auditions or selection boards but are not to be allocated a provisional entry date untilSC has been received from DVA.

0705. Re-EntriesCandidates for re-entry into the Naval Service are to complete a new MOD Form 1109

and the full Baseline Personal Security Standard is to be completed. If a candidate is within 1year of his leaving date and still in date for an SC (1 yr) the DVA may transfer the clearancewithout the need for a new MoD Form 1109.

0706. DVA Processing of Applications

a. On receipt of the MOD Form 1109 at DVA it is checked to ensure it has been fullycompleted. DVA will contact the AFCO direct to clarify minor incorrect details; it istherefore essential that the AFCO telephone number is clearly shown on the front ofthe MOD Form 1109. Incomplete Forms and those with significant errors or omissionswill be returned to the AFCO. Since the SC process cannot begin until the MOD Form1109 has been correctly completed, the return of the Form to the AFCO willsignificantly delay the SC process.

b. On receipt of the MOD Form 1109 DVA will carry out checks against the NationalCollection of Criminal Records and carry out a Credit Worthiness Check. The SecurityServices check is carried out by an external agency.

c. DVA expects to process SC within the timescale laid down in JSP 440. However,where overseas enquiries are needed, or candidates need to be contacted withreference to undeclared criminal convictions or debts, then the process is likely to takelonger. The DVA Help Desk can be contacted to check on the progress of SCapplications.

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d. A candidate cannot enter the Naval Service until SC has been received. In certaincircumstances and in the interests of national security SC may be refused. A reasonfor refusal of SC will not be given. It is therefore vital that, on completion of successfulinterview, the candidate is cautioned – see Post Interview Caution.

0707. Award by DVADVA will forward a SC Certificate to the sponsor for those candidates awarded SC On

receipt of the SC Certificate at the AFCO the SC number and date is to be input into TAFMIS.The SC Certificate is to be retained in the candidate's S1605 after documentation has beenforwarded to the NETE.

0708. Validity of Clearance

a. A SC clearance is normally valid for ten years provided that the candidate entersthe service within six months from the date of issue. However, PSyA has agreed toextend this period to twelve months from date of issue. The candidate’s SC will lapsetwelve months from the date of issue if the candidate has not entered the service.

b. Applications for renewal of SC should not be made until 11 months from the dateof initial applications. For applicants who are due to join the RN around the renewalpoint extensions may be granted up to a maximum of 13 months from original date ofapplication for clearance. Declared criminal convictions must be correctly processed.

0709. Refusal of SCDVA informs AFCOs of those candidates who have been refused SC. AFCOs will write

direct to the candidate using the rejection letter on TAFMIS. The reason for rejection will notbe given. A further application is not to be accepted without permission from CNR HQ. Queriesor complaints from the candidate must be forwarded to CNR HQ and a holding letter sent tothe candidate to this effect.

0710. Application for Security Clearance

a. It is essential that Careers Staff fully explain to the candidate the significance ofthe MOD Forms 1109 and 493 when they are issued. The candidate must be warnedthat failure to disclose relevant information when completing these forms is likely to beregarded as evidence of unreliability and may result in rejection for entry into the NavalService.

b. Candidates are to be instructed to complete the MOD Form 1109 in block lettersand in black ink. Instructions for completion, the vetting requirement and theprocesses involved for obtaining SC are explained in detail on the MOD Form 1109.

c. To avoid delays in the SC process, it is essential that the questionnaire is carefullyand accurately completed. Careers Staff/OES are to carefully check the completedQuestionnaire and ensure that all sections have been fully completed by thecandidate. Careers staff must pay particular attention to the following:

(1) Surnames used other than those given at birth or marriage are to be fullyexplained. A photocopy of the official document supporting a name change is tobe forwarded with the MOD Form 1109 for those who are using a name that isdifferent to that at birth.

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(2) Candidate's addresses over the past five years and, where applicable, thespouse/partner must be fully covered with no break in dates.

(3) Details of parents, adoptive parents, step-parents or legal guardians must befully covered with reasons for name changes or address differences.

(4) If applicable, Former service is to be checked with discharge documents.Service addresses over the last five years are to be recorded on page 10.

(5) Ensure that the candidate has completed and signed page 9.

(6) If a candidate cannot answer a question, e.g. whereabouts of fatherunknown, then a statement must be made to this effect on page 10. The vettingagency will then be aware that the question has been covered and not return thequestionnaire for clarification.

(7) Careers Staff must ensure that the detachable section relating to criminalconvictions (page 7) is sealed in an envelope.

d. The top section on the back page of the MOD Form 1109 must be signed andcompleted by the CA/OES and the front page completed as follows:

(1) Ratings/Other Ranks. The AFCO address and telephone number is to beinserted at the top and bottom of the page, complete the top right hand "SC" boxand enter candidate's TAFMIS URN and Branch of Preference immediately belowthe main title "Security Questionnaire".

(2) Officer Candidates. OES are to insert the AIB address, telephone numberand the candidates’ TAFMIS URN at the bottom of the page and then completethe top right hand "SC" box.

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SECTION 3 - REFERENCES

0711. GeneralAdequate referee coverage can provide a high level of assurance, particularly where

the reference is provided by a reputable organisation or by someone already known torecruiting staff. However, reasonable steps should be taken to ensure the reference is genuineand, where possible, followed up with further contact with the referee, particularly where thereis doubt about any aspect of the reference. It is imperative that the status of the referee isadequate and correctly verified.

0712. Confidentiality of References

a. Completed references must be treated as Restricted-Staff. Under normalcircumstances, the candidate (or members of their family) are not allowed to see orhandle completed References, and their content is never to be discussed or referredto in their presence or in correspondence with them. However, should a candidate (orparent/guardian if the candidate is under 18) request all information held on them, thismust be dealt with in accordance with the regulations concerning the Data ProtectionAct.

b. The contents of references are never to be passed to any person or organisationother than the NETE or to DVA if required for Residency consideration.

0713. Application for References - Ratings/Other Ranks

a. References must be obtained to cover at least the previous three years using theappropriate TAFMIS letter. The appropriate reference forms are to be sent as soon asthe candidate is acceptable at interview. To avoid possible embarrassment or createa situation which may also adversely affect a candidate's employment situation, areference is not to be sought from present employers.

b. Previous Employers. Ideally, references should first be sought from this sourceif a candidate has been in employment. However, a candidate may have beenunemployed for some time or a previous employer is unable or unwilling to produce areference; in these circumstances a second personal reference must be obtained.

c. Personal Referees. These are to be nominated by the candidate; they are not tobe present employers, relatives or any person involved in any financial arrangementwith the candidate. Personal references should only be applied for from persons ofsome standing in the community and their personal knowledge of the candidate islikely to be sufficient to enable them to provide a considered reference. The followinglist is not exhaustive and is a guide to the type of person considered suitable to supplya "known" reference.

• Teachers, Youth employment officers, Leaders of youth training organisations.

• Police officers; Serving and former members of HM Forces of SNCO rank and above.

• Religious Ministers; Members of the Medical profession. • Business owner or person in a supervisory capacity.

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d. Reservists. For serving Army or RAF reservists, application is to be made to theCommanding Officers of Army TA Units or RAF Reserve Units using the appropriateTAFMIS letter.

e. Academic Institutes. Where a candidate has been in full or part-time educationduring the previous three years a reference is to be obtained from the relevant collegeor school. Candidates must agree to the release of information by signing the releaseform in TAFMIS prior to it being dispatched to a school/college.

f. Sea Cadets. Application is to be made to the Sea Cadet Unit for the Sea CadetCertificate SCC9. If accepted into the Naval Service the top portion of the certificateis to be forwarded to the NETE. The bottom portion of the Certificate is to beforwarded to Sea Cadet Headquarters.

g. Overseas Candidates. Those resident overseas or recently returned to the UKmust be able to provide satisfactory character references from reliable persons in theoverseas country of origin/residence and, if possible, UK referees. Police Certificatesare also required (if not available PersSyA waiver is required)

0714. Application For References - Officer CandidatesReferences for officer candidates are obtained using OES local forms. Unless the

candidate requests otherwise, the candidates’ current employer is to be approached for areference.

0715. Unacceptable References

a. The Careers Adviser/OES AIB should attempt to contact the referee whenreferences are returned incomplete or with "no comment" in relevant sections and tryto establish the reason for the omissions. If the Referee will not put adverse commentsin writing but will give reasons verbally, then the CA/OES is to annotate the returnedreference with the verbal comments. In the event of the CA/AIB rejecting thecandidate the adverse reference is to be retained in the S1605/AIB File and thereasons for rejection recorded on the AFCO101/Minute Sheet.

b. A candidate should not be rejected solely on the basis of one bad reference. TheCareers Adviser/OES AIB must decide suitability using the assessment made atinterview and good references obtained before considering rejection.

c. Ratings/Other Ranks. If a candidate with a poor reference is to be processedfor entry, the Careers Adviser must annotate the poor reference to the effect thatadverse comments have been considered and the candidate is recommended forentry. References are to be forwarded to the NETE as part of the entry documentation.

d. Officer Candidates. If a candidate with a poor reference is to be processed theOES AIB annotate the AIB File to the effect that an adverse reference has beenreceived and that the candidate is recommended for boarding.

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SECTION 4 - ESTABLISHING IDENTITY - OES AIB/AFCO

0716. General

a. An essential aspect of establishing the trustworthiness and integrity of anindividual is confirming their identity. If the subject's identity has not been properlyestablished as part of the BPSS procedure, any further vetting is likely to be flawed.To be eligible for processing, all candidates must produce the following originaldocuments:

b. Nationality Identifying Documents

(1) British Nationals

• Full 10 year passport or, two of the following: • British Driving Licence• Birth Certificate issued within 6 weeks of birth• Cheque book and bank card – with 3 statements and proof of signature • Credit Card – with 3 statements and proof of signature • Credit Card – with photograph of the individual • Proof of residence – such as a current tax, gas, electricity or telephone

bill.

(2) Other Nationals:

• National Identity Card• Full Passport and a Home Office document confirming the individual’s

UK immigration status

c. For processing and entry documentation, Ratings/Other Ranks are also requiredto produce the following:

• National Insurance Card (for those registered for employment. Students/overseas Candidates will be allocated a National Insurance number on entry).

• National Health Service Card.• If applicable, Marriage Certificate.

d. In some cases, particularly where young individuals are concerned, suchdocuments may not be available to prove identity. Where this appears to be a genuineproblem, the individual should be asked to give a passport-sized photograph endorsedon the back with the signature of a person of some standing in the individual’scommunity, for example, a JP, medical practitioner, officer of the armed forces,clergyman, teacher, lecturer, lawyer, bank manager, or civil servant. The signatoryshould have known the individual for a minimum of 3 years. This should beaccompanied by a signed statement from the signatory giving their full name, addressand telephone number, and confirming the period that they have known the individual.

e. References which are obtained during the Reference check stage can also beused to provide the basis for proof of identity, particularly when given by a reputableorganisation or person known to the MOD. Where an individual has particular difficultyin proving identity and obtaining adequate referee coverage, it may be appropriate toget both from the same referee.

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f. The recruiting authority should check that the signatures on the photograph andthe statement match. In all cases of doubt, the signatory should be contacted toconfirm that they did complete the statement and have known the individual for thestated period.

g. Nothing within this list reduces the requirement for a Passport check to confirm acandidates nationality.

0717. Unacceptable DocumentsThe following documents are not acceptable as proof of identity:

• An International Driving Licence.• A copy of a Birth Certificate.

0718. Checking Documents

a. When checking documents it should be borne in mind that a small proportion ofindividuals may not be who they claim to be. There can be a number of reasons forsuch deception including:

• Illegal immigration.• Concealment of a criminal record.• Concealment of previous Service discharge category.• Concealment of identity for the purposes of terrorism or espionage.• DSS fraud.

b. The following checks are to be made to verify the documents produced by thecandidate:

(1) Original documents are to be produced. Transcripts or photocopies areunacceptable. Modern photocopies are often difficult to identify and should bechecked very carefully, comparing with known genuine versions.

(2) Check that paper and typeface are similar to any others you have to handand that watermarks, where appropriate, are present (passports and drivinglicences invariably have watermarks).

(3) Examine documents for alterations or signs that photographs or signatureshave been changed. Check that signatures correspond with other examples inyour possession.

(4) Check that details on documents correspond with those already recorded.

(5) Check the date of issue of documents. Care should be taken wheredocuments are recently issued, particularly if they are new and there is littlereferee coverage.

(6) Check that any signature on the documents compares with other examplesand, if practicable, ask the candidate to sign something in the presence of CA/ACLO.

c. It is the responsibility of the candidate to provide the documents referred to above.Careers staff are to give advice on what is required but are not to get involved with theprocurement of documents for candidates.

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SECTION 5 - NATIONALITY

0719. General

a. For entry into the Naval Service a candidate must, at all times since birth, fall intoone of the following Nationality categories:

(1) British Citizen.

(2) Dual British/Commonwealth, British/Irish, British/Other citizenship.

(3) Irish or Commonwealth citizen.

(4) Dual Commonwealth/Commonwealth, Commonwealth/other Irish/Commonwealth or Irish/Other nationality. Note that for recruiting purposescandidates in this category are treated exactly the same as Irish orCommonwealth citizens at (c) above.

b. A Commonwealth citizen is defined as a British citizen, a British DependentTerritories citizen, a British overseas citizen, a British subject under the Nationality Act1981, a citizen of an independent Commonwealth country. A full list is shown below.

c. Candidates with dual British nationality, must present written confirmation fromthe government of the other nation that they are not required for national service eithernow or at some future date. This document must be produced by the candidate beforean application can be accepted at the AFCO or AIB.

d. The candidate must also have been born in the UK, or a country or territory whichis (or was then) within the Commonwealth, or Ireland.

e. Asylum Seekers are not eligible for entry into the Naval Service.

f. The branches (Officer and Rating) open to a candidate are dependent onnationality. Non British candidates are limited to a restricted choice of branches,detailed below.

g. Candidates who do not meet the Nationality conditions above, and are not eligiblefor a waiver, are to be informed that they do not meet the eligibility criteria for entry intothe Naval Service and the Nationality Rules should be explained to them.

h. A waiver is not required for candidates born to parents who, at the time of birth,were serving on Crown service in a country other than a Commonwealth country orthe Republic of Ireland and the birth was registered at a British Military unit or BritishEmbassy or Consulate.

0720. Restrictions Occasioned by Nationality Requirements

a. Royal Navy and Royal Marines. The Royal Navy and Royal Marines NationalityGrid (Table 7-1, Table 7-2, Table 7-3 and Table 7-4) provides a summary of thenationality requirements of all branches and specialisations in the Royal Navy. Awaiver of these rules will not be considered. In addition, the following 2 additionalcaveats apply;

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(1) Submarine Service. Candidates for entry into the Submarine service musthold British or Dual Nationality only. For a limited number of branches (MA,ET(ME), ET(WE) Log PERS and all Officer Branches) candidates must holdBritish nationality only. It is recognised that WS(SM) are recruited as a singlecategory and may be streamed S or T later according to the needs of the service.

(2) Communication Technicians. Candidates must satisfy the followingrequirements. A waiver of these rules will not be considered.

(a) They must hold British nationality only and must not be a dual national.

(b) Their parents must be British.

(c) Their spouse/cohabitant and their surviving parents must hold Britishnationality.

(d) Their immediate family, and any other person to whom the candidate isbound by affection or obligation, should not be subject to physical, mental orother forms of duress by a foreign power.

b. Royal Naval Reserve. The Royal Navy Reserve Nationality Grid provides asummary of the nationality requirements of all branches and specialisations in theRoyal Naval Reserve. A waiver of these rules will not be considered.

c. Royal Marines. Certain RM sub-specialisations have Nationality limitationsspecified in the Nationality Grid.

d. Royal Marine Reserve.

(1) Officer. Must be British citizen or British/Dual National only. A waiver of thisrule will not be considered.

(2) Other Rank. Must be must be British, Commonwealth or Irish Citizen.

Promotion To Officer. Commonwealth candidates should be advised that inmost branches they will not be able to be promoted to Officer via the UpperYardman or Senior Upper Yardman schemes (eg RM, WTR - see NationalityGrids for full details). They would be required to acquire British Citizenship, butthis is a matter for the Home Office not the MoD.

0721. Waiver of the Nationality Rules

a. British Citizens with ineligible Former Nationality or Place of Birth. A waiver of theNationality Rules may be granted by the FLEET (DNPS) on behalf of the Secretary ofState for Defence for candidates who are British citizens at the time of applicationregardless of place of birth or former nationality. These candidates are to be informedthat they do not meet the Nationality Rules but an application will be made for a waiver.Candidates may be processed and interviewed but are to be informed that there is noguarantee that a waiver of the Nationality Rules will be granted. Application for awaiver is to be made as follows:

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(1) Ratings/Other Ranks. MOD Form 1109 and S2600 forwarded to CNR RPon completion of the Basic Check. CNR will inform the relevant AFCO of FLEET(DNPS) decision.

(2) Officers. MOD Form 1109, a copy of the completed AFCO 4 and a briefreport stating whether the candidate is recommended for a waiver or not, are tobe forwarded to OES AIB for consideration by FLEET (DNPS). OES AIB willreturn documents to the ACLO for a reply to be made to the candidate when theFLEET have made a decision.

b. Commonwealth/Irish Citizens with ineligible Former Nationality or Place of Birth.In exceptional circumstances a waiver of the Nationality Rules may be granted byFLEET (DNPS) on behalf of the Secretary of State for Defence for candidates who areCommonwealth citizens or citizens of the Irish Republic at the time of their applicationregardless of place of birth or former nationality. Any person who seeks such adispensation will have their case considered on its individual merits. Candidates arenot to be processed and application made as follows:

(1) Ratings/Other Ranks. MOD Form 1109 and any available references are tobe forwarded to CNRRP. CNR will inform the relevant AFCO of FLEET (DNPS)Law decision.

(2) Officers. MOD Form 1109 and a copy of the AFCO ü and a brief reportstating whether the candidate is recommended for a waiver or not, are to beforwarded to OES AIB for consideration by FLEET (DNPS) OES AIB who willreturn documents to the ACLO for a reply to be made to the candidate whenFLEET (DNPS) have made a decision.

0722. Royal Navy and Royal Marines Nationality GridThe following tables provide a summary of the nationality requirements for entry into

the Naval Service. Note that the citizens of the Irish Republic fall into the same category asCommonwealth citizens.

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Table 7-1. RN/RM Officer Nationality Grid

SPECIALISATION OR BRANCH OF CHOICE NATIONALITY

FULLBRITISH/

DUALCOMMONWEALTH

WARFARE General Service NO

SubmarineService

NO NO

Pilot NO

Observer NO

Air TrafficControl

NO

SUPPLY NO

ENGINEERING Marine

Weapon NO

Air NO

InformationSystems

NO

TrainingManagement

DOCTOR/DENTIST/NURSE

ALL SUBMARINEOFFICERS

NO NO

CHAPLAIN NO

ROYAL MARINE NO

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Table 7-2. RN Rating/RM Other Rank Nationality Grid

SPECIALISATION OR BRANCH OF CHOICE

NATIONALITY

FULLBRITISH/

DUALCOMMONWEALTH

WARFARE SPEC

(Caveat applies) NO

WARFARE (ALL SUBSPECS) NO

CIS NO

SEAMAN NO

ET(ME) General

Submarine NO NO

ET (WE) General NO

ET (WESM) Submarine NO NO

AET NO

Logs(CS)(P) General

Submarine NO

Logs(CS)(D) General

Submarine NO

Logs (SC) General

Submarine NO

Logs PERS General NO NO

Submarine NO NO

DIVER NO

NA(AH)

NA(SE) NO

WEA General NO

Submarine NO

CT (Additional restrictionsapply)

NO NO

MA General

Submarine NO NO

DSA

NURSE

RM and RMBS

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The following RM sub-specialisations require specific nationality requirements

0723. Royal Navy and Royal Marines Reserve Nationality GridThe following tables provide a summary of the nationality requirements for entry into

the Royal Naval Reserve and the Royal Marines Reserve. Note that the citizens of the IrishRepublic fall into the same category as Commonwealth citizens.These tables should be readin conjunction with the sections on Nationality and Residency.

Table 7-3. RNR Officer Nationality Grid

RMCT NO NO

RM YoS NO

RM CI NO

RMIS NO

Clerks Some Billets are tagged

Signals Some Billets are tagged


FULLBRITISH/

DUALCOMMON WEALTH

COMMANDOPERATIONS

LOGS NO

SM NO NO

INFO/NCAGS NO NO

INFO/AWNIS NO NO

INFO NO NO

AFLOATOPERATIONS

AW NO

MW MCD NO

CüISR* OP INT NO NO

EW NO

CIS ENG NO

INFO/OPS NO NO

MEDIA RELATIONS NO

AIR BRANCH NO

INTERROGATOR NO

DIS NO NO

CHAPLAIN

MEDICAL Medical Officers

QARNNS (R) Officers

Medical Support Officers

Medical Technicians

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Table 7-4. RNR Rating Nationality Grid

* Command, Control, Communications, Computers, Intelligence, Surveillance andReconnaissance.

List Of Commonwealth Countries (Current From 6 Dec1999)


FULLBRITISH/

DUALCOMMON WEALTH

COMMANDOPERATIONS

LOGS NO

INFO/NCAGS NO NO

INFO/AWNIS NO NO

INFO/RMP NO NO

AFLOATOPERATIONS

GSS(R)

MW/MCD NO

CISR* OP INT NO NO

EW NO

CIS ENG NO

COMMS/SEA NO

COMMS/SM NO NO

COMMS/CT NO NO

AIR BRANCH NO

INTERROGATOR NO

MEDICAL Naval Nurses

Medical SupportAssistants

Medical Technicians

Antigua and Barbuda India St Vincent & the GrenadinesAustralia (see Note 1) Jamaica SamoaThe Bahamas Kenya SeychellesBangladesh Kiribati Sierra LeoneBarbados Lesotho SingaporeBelize Malawi Solomon IslandsBotswana Malaysia South AfricaBritish Territories (see Note 2) Maldives Sri LankaBrunei Darussalam Malta SwazilandCameroon Mauritius TanzaniaCanada Mozambique TongaCyprus Namibia Trinidad and TobagoDominica Nauru TuvaluFiji New Zealand (see Note 3) UgandaThe Gambia Nigeria United Kingdom Ghana Pakistan VanatuGrenada Papua New Guinea ZambiaGuyana St Kitts and Nevis Zimbabwe

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Notes:

1. External territories: Norfolk Island, Coral Sea Islands Territory, Australian AntarcticTerritory, Heard Island & McDonald Islands, Cocos (Keeling) Islands, Christmas Island,Territory of Ashmore & Cartier Islands.

2. British Dependent Territories: Anguilla, Bermuda, British Antarctic Territory, British IndianOcean Territory, British Virgin Islands, Cayman Islands, Falkland Islands, Gibraltar,Montserrat, Pitcairn, Henderson, Ducie & Oeno Islands, St Helena and St HelenaDependencies (Ascension & Tristan da Cunha), South Georgia & the South Sandwich Islands,Turks and Caicos Islands.

3. Includes the territories of Tokelau & the Ross Dependency (Antarctic). Self-governingcountries in free association with New Zealand; Cook Islands and Niue.

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SECTION 6 - RESIDENCY REQUIREMENTS

0724. General

a. The Residency requirement is part of the Security Clearance procedure and isirrespective of the Nationality of the candidate. With the exception of CommunicationTechnician candidates, the requirement applies to the candidate only. The residencystatus of the candidate's parents or partner is not considered.

b. Unless satisfactory security checks can be carried out in the candidates’ countryof residence, candidates for entry into the Naval Service should normally have residedin the UK for a minimum of five years immediately prior to making an application. Incertain circumstances, particularly where an applicant is of UK origin, a shorter periodof residence may be accepted (see below).

c. Candidates for entry as a Communication Technicians (CT) should normally haveresided in the UK for a minimum of ten years immediately prior to making anapplication. No waivers will be granted for prospective CTs.

0725. Waivers

a. DVA will only consider SC applications for candidates who have lived in the UK(or in a trusted source where reciprocal security checks were carried out) for aminimum of three years immediately prior to their application. Countries wherereciprocal checks were carried out are shown below. Application for a waiver is tomade via CNRRP, not directly to DVA.

b. Residency outside the UK for less than 12 months within the last five years maybe disregarded. In addition, candidates who do not meet the Residency requirementbecause they were living abroad with parents who were on Crown service will also begiven special consideration by DVA.

c. No waivers will be granted for prospective CTs.

0726. Information Seekers – Resident Overseas

a. The initial enquiries for officer and rating/other ranks who do not normally live inthe UK are to be referred to the response agency, Dataforce. An OverseasQuestionnaire will be sent by Dataforce to the candidate which, when completed, isreturned to CNR HQ for assessment.

b. Eligible Officer candidates will be processed by AIBOES and ratings/other ranksby the London AFCO.

0727. Residency Requirement

a. DVA will only consider SC applications for candidates who have lived in the UK(or in a low risk country) for a minimum of 3 years immediately prior to their application.However, in certain circumstances, CNR will seek a waiver of this requirement fromFleet PSyA.

b. The list of countries that PersSyA are prepared to accept risk on is promulgatedin Recruiting Instructions.