Manning Control Points - Would these work in the Private Sector to encourage talent development?

The Army is closer to full strength than it has been for a number of years. Within that total number the Army needs to ensure that it has the right balance of skills in certain trades and experience, in terms of length of service, rank, performance and long-term potential, to meet the challenges of current operations in Afghanistan.

This balance is also crucial to preserving opportunities for progression through the ranks, which is an important factor in the Army's ability to retain those with the greatest potential.

As well as addressing long-standing structural imbalances, the Army needs to ensure that it organises its manpower in a way that enables it to better support operations in Afghanistan.

This requires a degree of adjustment between ranks, trades and skills.

In part this will be achieved through retraining, but some soldiers are likely to have to leave the Army through what are known as Manning Control Points (MCPs).

MCPs are an effective and focused means of achieving these important adjustments. They are part of soldiers' Terms and Conditions of Service and have been used when required since the days of National Service.

Although they have not been needed recently when the Army has been under strength, over the last 25 years well over 3,000 soldiers have been discharged using this mechanism.

With the Army now close to full strength, Manning Control Points are a necessary tool to enable the Army to manage its structure more effectively.

How would this work in the Private / civilian work sector? Indeed, is it right to have MCP's and if so, what Industry Sectors would it work in? Compulsory redundancies not for cost savings but to develop talent upward!

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