The Realities of Civilian Careers

Generally speaking, and readers are asked to forgive some sweeping generalisations, Service people are dedicated to the job, to the unit and to their comrades-in-arms. They endure hardship, danger, discomfort, separation and an occasional battering in the press, as well as disruption to family life and out-of-hours activities. Opinions vary about pay and reward levels, but it is difficult to compensate adequately for the possibility of receiving a bullet in the head, and many civilians find it hard to understand why anyone would volunteer for the sort of life in which this is a possibility.

While there are plenty of dedicated people out of uniform there are some different motivations for work, and few civilians have anything like the same loyalty to their company as Service people have to their cap-badge. There is seldom the same level of team spirit, and the sacrifice of self for the greater good can be an alien concept.

Some of this is very easy to understand. In contrast to the Services, and despite a raft of employment directives and regulations, someone who is not up to their job is sacked, and someone who does not merit further promotion may also find themselves out of a job. Being shunted sideways into a back alley in which they can do no harm has never been an option in the commercial sector, and it is fast disappearing from other employment fields.

Without this safety net, people have to be cold-blooded about planning their working lives – for their own sake and for that of their families. This is not selfish; it is both sensible and necessary. Indeed, the current pensions crisis makes it all the more necessary for people’s attitude towards employment to be one that safeguards their own future. So do not expect the same level of selfless service – you are unlikely to find it.

Civilians go where the opportunities are; they are not sent to where the government wants them to be. There are of course occasions where an organisation wants to send an employee to Kilmarnock, Kosovo or Kentucky, but this will usually be by consent rather than coercion. Individuals, however, take their labour to the best employer in terms of salary, job interest, location, self-development, career future, or even to stay in a comfort zone. Long-term loyalty exists only insofar as it is reciprocated; the organisation has to give individuals as much of what they want as is necessary to retain their services.

Job volatility is a fact of life. Acquisition, merger, legislation, closure, opening, new boss, downsizing, upsizing, de-layering, war, terrorism … you name it. The life expectancy of a job is two to three years or so – anything longer is a bonus and in some industries, like IT, 18 months can be a long time in one appointment. So be ready to look for a social life outside your job because the work scene changes so rapidly. And be prepared to enter a world in which you, too, need to be ready to move at the right moments; and one in which you may be sacked at the drop of a hat for something that is completely outside your control.

Not surprisingly, employers are reluctant to spend much money on training employees who may be gone tomorrow. The personal development schemes run in the Armed Forces continue to be among the best available anywhere in terms of both cash and support. Once you leave, your personal development will largely depend on your own efforts to find programmes, pay for them and make the time available for the necessary studying.

Service humour and banter can seem heavy, sexist, racist (and all the other -ists) to civilians. Heavy drinking may well attract more adverse attention than recreational drug use. There is no judgement being expressed here – simply a contrast of cultures for which you should be prepared.

Some Service leavers may also be surprised at how hard many civilians work. Sport and personal fitness take place outside working hours, holiday entitlements are generally less generous, and the Working Time Directive may not always be strictly observed. Commuting may be a new and unpleasant experience and expense, while wearing your own clothes to work also costs money.

It is not all bad; but it is different and Service leavers should understand what they are doing when they exchange one life for another.

In this month’s Quest we look at a number of career fields. Some – like prison and probation, driving instruction and telecommunications – are already firm favourites with Service leavers, while the opportunities available in railways and the utilities may not be quite as well known. We also examine management and the supervision qualifications that can be picked up throughout a Service career. And, for the budding entrepreneur who might like some support in starting their own business, we cover the franchise industry.