THE DEFENCE OPERATIONAL LANGUAGES SUPPORT UNIT PROJECT TEAM ...

1. The “Project Team” became the “Implementation Team” on 1 Sep 07 when the DOLSU posts and the DLCC were brought together and re-subordinated under the Directorate Joint Capability in the MoD. The additional 6 posts to take the DOLSU from IOC to FOC were not approved for FY 08/09. A step too far, perhaps in FY 09/10. Aim was to develop a better capability management capacity and a better languages SME service to PJHQ. The additional 72 posts to create a dedicated Defence Lang Unit have not yet been approved. I will come back to this later on. 67 posts were approved as additions to Defence Intelligence Language Capability The “Project Team” became the “Implementation Team” on 1 Sep 07 when the DOLSU posts and the DLCC were brought together and re-subordinated under the Directorate Joint Capability in the MoD. The additional 6 posts to take the DOLSU from IOC to FOC were not approved for FY 08/09. A step too far, perhaps in FY 09/10. Aim was to develop a better capability management capacity and a better languages SME service to PJHQ. The additional 72 posts to create a dedicated Defence Lang Unit have not yet been approved. I will come back to this later on. 67 posts were approved as additions to Defence Intelligence Language Capability

2. The DOLSU has created a Defence Focus for non training language issues which was not previously present and this focus is helping take forward language issues. There is a critical mass. Of course this critical mass has only been achieved with serious focus on Afghanistan as an enduring or continuing campaign. UK commitment continues to increase. Very sadly the 98th British soldier to die in Afghanistan was one of 2nd Bn Para’s newly trained SLP 2 Pashtu linguists. I will not touch on training issues directly, that is the preserve of DSL, but all other aspects of stating the requirement for linguists and generating the capability that meets the requirement. The DOLSU has created a Defence Focus for non training language issues which was not previously present and this focus is helping take forward language issues. There is a critical mass. Of course this critical mass has only been achieved with serious focus on Afghanistan as an enduring or continuing campaign. UK commitment continues to increase. Very sadly the 98th British soldier to die in Afghanistan was one of 2nd Bn Para’s newly trained SLP 2 Pashtu linguists. I will not touch on training issues directly, that is the preserve of DSL, but all other aspects of stating the requirement for linguists and generating the capability that meets the requirement.

3. Training is the means to the end. Training, by virtue of its length, is a critical part of meeting the operational requirement – fitting into its proper place in the programme Welcome Steve Jones from SHAPE working on the AJP on provision of Language Capability for Operations. Welcome the Study Group Topic on Integrating Language Education and Training into Military Career Development. Very relevant to some current topical work in UKTraining is the means to the end. Training, by virtue of its length, is a critical part of meeting the operational requirement – fitting into its proper place in the programme Welcome Steve Jones from SHAPE working on the AJP on provision of Language Capability for Operations. Welcome the Study Group Topic on Integrating Language Education and Training into Military Career Development. Very relevant to some current topical work in UK

4. Regular personnel, 15 mth SLP 3 course then a 6 mth op deployment. Volunteers from any service and any rank from Pte to Maj Reserve personnel, a 3 year contract, 15 mth SLP 3 course, first 6 mth deployment, leave and further training for 9 mths towards SLP 4, then a second 6mth deployment Present system, particularly for reg pers, brings a host of issues relating to pers admin, career admin and appraisal because lang trg and duties have no formal place in our career structures. We continue to have difficulties in attracting sufficient numbers of volunteers with appropriate language aptitude scores and the right motivation. Contracted civilians – expensive, security issues limit employability, availability issues limit their numbers, fickle as can give notice at any time, part of the solution but not all of it. Systems run in isolation from each other Mil by DOLSU, Civ contract by PJHQ although we are seeking to assume responsibility for the Civ Contract management in DOLSU.Regular personnel, 15 mth SLP 3 course then a 6 mth op deployment. Volunteers from any service and any rank from Pte to Maj Reserve personnel, a 3 year contract, 15 mth SLP 3 course, first 6 mth deployment, leave and further training for 9 mths towards SLP 4, then a second 6mth deployment Present system, particularly for reg pers, brings a host of issues relating to pers admin, career admin and appraisal because lang trg and duties have no formal place in our career structures. We continue to have difficulties in attracting sufficient numbers of volunteers with appropriate language aptitude scores and the right motivation. Contracted civilians – expensive, security issues limit employability, availability issues limit their numbers, fickle as can give notice at any time, part of the solution but not all of it. Systems run in isolation from each other Mil by DOLSU, Civ contract by PJHQ although we are seeking to assume responsibility for the Civ Contract management in DOLSU.

5. Regular personnel, 10 week SLP 1 course or 40 week SLP 2 course before deployment. Mainly soldiers or JNCOs, also some junior officers. Timing and location of course is everything. Courses should finish before Pre deployment training but that training should include some lang refresher trg. Skills should be used on pre-deployment trg. 1 Irish Guards in 52 Brigade deploy in Spring 2010. SLP 2 trg should start in late Autumn 2008. Location of courses should be “commutable” for attendees whenever possible. They won’t volunteer for 40 weeks of SLP 2 if it is yet more time away from home to add on to Op Tour deployments Considerable debate on the exact op utility of SLP 1 and SLP 2 linguists. Maj Newland will deploy to Afghanistan in Jul for 6 to 8 weeks to find the hard evidence that backs up the anecdotal contention that lang skills are a good thing. LECs. Same constraints as contracted civilians and the additional one of personal security. Nevertheless ideas are being developed to offer more English trg to the best so that perhaps they can replace some of our expensively contracted civilians from UK and elsewhere. Regular personnel, 10 week SLP 1 course or 40 week SLP 2 course before deployment. Mainly soldiers or JNCOs, also some junior officers. Timing and location of course is everything. Courses should finish before Pre deployment training but that training should include some lang refresher trg. Skills should be used on pre-deployment trg. 1 Irish Guards in 52 Brigade deploy in Spring 2010. SLP 2 trg should start in late Autumn 2008. Location of courses should be “commutable” for attendees whenever possible. They won’t volunteer for 40 weeks of SLP 2 if it is yet more time away from home to add on to Op Tour deployments Considerable debate on the exact op utility of SLP 1 and SLP 2 linguists. Maj Newland will deploy to Afghanistan in Jul for 6 to 8 weeks to find the hard evidence that backs up the anecdotal contention that lang skills are a good thing. LECs. Same constraints as contracted civilians and the additional one of personal security. Nevertheless ideas are being developed to offer more English trg to the best so that perhaps they can replace some of our expensively contracted civilians from UK and elsewhere.

6. I have no specific responsibilities in this area but we are increasingly aware that in Defence we have one pool of linguists that must meet all needs. We are all fishing in the same pond. Addl 67 posts allocated to Def Int for meeting linguist requirements. I see this as enabling more personnel to be on long trg courses without established working posts being gapped. Army Intelligence Corps have realised a new focus is needed on recruiting personnel with language learning aptitude. 15 to 20% of all posts have a lang requirement therefore probably a majority of pers need lang skills. Beyond Defence there is now greater interest in a co-ordinated approach to meeting lang needs across the security sector. We already seek to share trg opportunities, we are now seeking to share resources. Difficulties are different needs and protective attitudes before we get to individual willingness and realities.I have no specific responsibilities in this area but we are increasingly aware that in Defence we have one pool of linguists that must meet all needs. We are all fishing in the same pond. Addl 67 posts allocated to Def Int for meeting linguist requirements. I see this as enabling more personnel to be on long trg courses without established working posts being gapped. Army Intelligence Corps have realised a new focus is needed on recruiting personnel with language learning aptitude. 15 to 20% of all posts have a lang requirement therefore probably a majority of pers need lang skills. Beyond Defence there is now greater interest in a co-ordinated approach to meeting lang needs across the security sector. We already seek to share trg opportunities, we are now seeking to share resources. Difficulties are different needs and protective attitudes before we get to individual willingness and realities.

7. High level recognition of an urgent need for a more co-ordinated approach to meeting requirements for linguists, cultural specialists and perhaps other relevant specialists delivering soft influence effects. The approach must enhance careers not detract from them We need a package of measures to attract, train, deploy and retain the right personnel. Money, Qualifications, Career benefits, Sound administration and a good dose of recognition. Greater emphasis on cultural awareness, understanding and competence. Language is embraced by cultural issues. Longer or repeat deployments to ensure continuity of relationships on the ground 3 Star recognition. Plan by end Jul, progress by NovHigh level recognition of an urgent need for a more co-ordinated approach to meeting requirements for linguists, cultural specialists and perhaps other relevant specialists delivering soft influence effects. The approach must enhance careers not detract from them We need a package of measures to attract, train, deploy and retain the right personnel. Money, Qualifications, Career benefits, Sound administration and a good dose of recognition. Greater emphasis on cultural awareness, understanding and competence. Language is embraced by cultural issues. Longer or repeat deployments to ensure continuity of relationships on the ground 3 Star recognition. Plan by end Jul, progress by Nov

8. “MEETING THE AFGHAN SPECIALIST REQUIREMENT”AN OUTLINE CAREER PROGRESSION MODEL ENTRY LEVEL LEVEL ONE – SUPPORTING SPECIALIST LEVEL TWO – PRIMARY SPECIALIST LEVEL THREE – LEAD SPECIALIST Overview. These are essentially my ideas worked up to inform the discussion First time we have sought to establish a model that fits these specialist requirements into career structures. We will not get full career linguists, we must fit language and culture into other primary careersOverview. These are essentially my ideas worked up to inform the discussion First time we have sought to establish a model that fits these specialist requirements into career structures. We will not get full career linguists, we must fit language and culture into other primary careers

9. MEETING THE AFGHAN SPECIALIST REQUIREMENTAN OUTLINE CAREER PROGRESSION MODEL ENTRY LEVEL Initial or subsequent operational tour in primary career or trade role as Officer (2Lt/Lt) or Soldier (Pte/LCpl) Individuals receive the basic Language and Cultural Awareness training mandated for all personnel. Army Officers take MLAT at RMAS to identify language learning aptitude. Many / most personnel in “Afghan Specialist” terms will not proceed beyond the Entry Level although some personnel may develop greater Cultural Understanding from successive tours or particular appointments. Basic cultural awareness sets the preconditions for use of basic language skills when the opportunity arises. Entry level – the starting point which essentially everyone crosses. Ops are not voluntary in the UK Armed Forces 12,000 deployed at any one time on HERRICK + TELIC perhaps 13,000 in all. Need 65,000 to meet within harmony guidelines. Army is 100,000 strong give or take a few with up to 15% not deployable. So 65K out of 85K committed to ops. At a mtg with US on “Human Terrain Teams” it was casually mentioned by US side that USMC would grow from 175K to 210K. UK Mirth 210K is bigger than our entire regular force. Topped by NL who said the increase was bigger than their entire regular force. Idea is to integrate this model with the career management structures of each service, including giving recognition for this type of specialist service. Basic cultural awareness a precondition to basic language skillsEntry level – the starting point which essentially everyone crosses. Ops are not voluntary in the UK Armed Forces 12,000 deployed at any one time on HERRICK + TELIC perhaps 13,000 in all. Need 65,000 to meet within harmony guidelines. Army is 100,000 strong give or take a few with up to 15% not deployable. So 65K out of 85K committed to ops. At a mtg with US on “Human Terrain Teams” it was casually mentioned by US side that USMC would grow from 175K to 210K. UK Mirth 210K is bigger than our entire regular force. Topped by NL who said the increase was bigger than their entire regular force. Idea is to integrate this model with the career management structures of each service, including giving recognition for this type of specialist service. Basic cultural awareness a precondition to basic language skills

10. MEETING THE AFGHAN SPECIALIST REQUIREMENTAN OUTLINE CAREER PROGRESSION MODEL LEVEL ONE – SUPPORTING SPECIALIST Officer (Lt/Capt) or Soldier (JNCO) is selected for an Afghan Specialist post. At this level the specialist skills required are in addition to the primary career or trade skills required for the post. Linguists must be selected on aptitude and motivation. Army JNCOs take MLAT during CLM training. Individuals receive SLP 1 or 2 level language training and / or additional Cultural Understanding training. Language training should be completed before PDT so skills can be used during training. At this level individuals are probably motivated by the opportunity that specialist skills offer for a higher profile role. Supporting specialist. Another idea is to integrate the lower level linguists with the higher level linguists generating “pull through” and a concentration of trg effortSupporting specialist. Another idea is to integrate the lower level linguists with the higher level linguists generating “pull through” and a concentration of trg effort

11. MEETING THE AFGHAN SPECIALIST REQUIREMENTAN OUTLINE CAREER PROGRESSION MODEL LEVEL TWO – PRIMARY SPECIALIST Officer (Capt/Maj) or Soldier (JNCO/SNCO) volunteers to fill an Afghan Specialist post. At this level the specialist skills take primacy over other career / trade skills which may influence the post the individual fills. Individuals receive SLP 3 or 4 level language training and or additional Cultural Competency training, building possibly / probably on skills gained earlier. Individuals fill a particular post on one tour (generalist) or serve with the Defence Linguists Pool on two tours over three years to maximise return on training (specialist). At this level individuals are probably motivated by the career progression prospects associated with specialist service or career stability. Highest levels of cultural competency can only be used to best effect by individuals with highest levels of appropriate language skills. Primary specialist Arrow 4 is the bit we have to deliver on now through our personnel management systems High level language skills are a precondition to exploiting highest levels of cultural competencyPrimary specialist Arrow 4 is the bit we have to deliver on now through our personnel management systems High level language skills are a precondition to exploiting highest levels of cultural competency

12. MEETING THE AFGHAN SPECIALIST REQUIREMENTAN OUTLINE CAREER PROGRESSION MODEL LEVEL THREE – LEAD SPECIALIST Officer (Maj / Lt Col / possibly Col) or Soldier (SNCO / WO) is selected to serve in a designated Afghan Specialist post. At this level the specialist skills required for the post are fundamental to the post. The duties will include direction to other specialists and specialist policy issues. Posts could be deployed or UK based. At this level individuals will already have the specialist skills and competencies required and the focus of any training will be on refreshing and updating relevant skills. At this level individuals are probably motivated by the career stability or job satisfaction aspects associated with this type of specialist service. Essentially a step beyond. Embraces my idea for dedicated LCM posts Provides “champions” for the language and cultural roles. My post might be one. Others might be in PJHQ or Land Forces Example no clear focus for these issues in PJHQ but better now J7 co-ord but shouldn’t J7 have someone who can truly lead on these issues with SME.Essentially a step beyond. Embraces my idea for dedicated LCM posts Provides “champions” for the language and cultural roles. My post might be one. Others might be in PJHQ or Land Forces Example no clear focus for these issues in PJHQ but better now J7 co-ord but shouldn’t J7 have someone who can truly lead on these issues with SME.

13. DCDS(C) at last DLCMB signed up to the DLCMB being the forum for decisions on prioritising future requirements proactively. I am trying to lead work that will present the DLCMB with a short list of languages and when and how many we must train for starters so we can have endorsed support for this longer term requirement being funded for training.DCDS(C) at last DLCMB signed up to the DLCMB being the forum for decisions on prioritising future requirements proactively. I am trying to lead work that will present the DLCMB with a short list of languages and when and how many we must train for starters so we can have endorsed support for this longer term requirement being funded for training.

14. Seen as a key component for the package of measures I have described above. Two schemes Payment for achievement in any language – one off payment of £150 to £1600 at present Payment for achievement and use of op langs (Arabic Pashto Farsi/Dari) – up to £2700 pa for each of three years or longer given requalification. Help from floor – Personnel branch want to know what other nations do. Can you give us the brief details of any financial incentive schemes you have Maximum Benefits Major Conditions Languages Applicable Other Major non Financial Inducements to language skill generation – no lang skills, no career progression. Seen as a key component for the package of measures I have described above. Two schemes Payment for achievement in any language – one off payment of £150 to £1600 at present Payment for achievement and use of op langs (Arabic Pashto Farsi/Dari) – up to £2700 pa for each of three years or longer given requalification. Help from floor – Personnel branch want to know what other nations do. Can you give us the brief details of any financial incentive schemes you have Maximum Benefits Major Conditions Languages Applicable Other Major non Financial Inducements to language skill generation – no lang skills, no career progression.

15. Questionnaire exampleQuestionnaire example

16. Any QuestionsAny Questions

17. Seek to facilitate the generation PJHQ state present and likely future requirements to support operations DOLSU will engage with FLCs to try to ensure the requirement is met. Op capability an FLC issue not a MoD issue DOLSU will own some of the assets for LCM and will be able to direct tasking of others Seek to facilitate the generation PJHQ state present and likely future requirements to support operations DOLSU will engage with FLCs to try to ensure the requirement is met. Op capability an FLC issue not a MoD issue DOLSU will own some of the assets for LCM and will be able to direct tasking of others

18. Why? Lessons identified on OP TELIC House of Commons Defence Committee Director of Operational Capability Appraisal of Operational Language Capability? PROJECT GALLIARD Focus at the right level. Scarce resources controlled at the highest practical level Why? Lessons identified on OP TELIC House of Commons Defence Committee Director of Operational Capability Appraisal of Operational Language Capability? PROJECT GALLIARD Focus at the right level. Scarce resources controlled at the highest practical level

19. Forgotten because the provision of adequate language support at the start of an operation has not normally happened in the past. We train our soldiers generally against the possibility of their use. Why are we not prepared to train linguists against the possibility of their use. Massive variety of languages v Relatively few military functions Long training time and cost v Short training time and cost We must make educated estimates of what languages might be needed! Individual Training for functions that might be needed – why not for languages Collective Training for physical environments – why not for cultural environments Science (technology) v Art (languages) No primary trade or career structure for linguists A growing realisation in formations and units that in the context of current and likely future operations language capability is an important component. 16 Air Assault Brigade a prime example. Changing Attitudes 16 Air Assault Bde as the example.Forgotten because the provision of adequate language support at the start of an operation has not normally happened in the past. We train our soldiers generally against the possibility of their use. Why are we not prepared to train linguists against the possibility of their use. Massive variety of languages v Relatively few military functions Long training time and cost v Short training time and cost We must make educated estimates of what languages might be needed! Individual Training for functions that might be needed – why not for languages Collective Training for physical environments – why not for cultural environments Science (technology) v Art (languages) No primary trade or career structure for linguists A growing realisation in formations and units that in the context of current and likely future operations language capability is an important component. 16 Air Assault Brigade a prime example. Changing Attitudes 16 Air Assault Bde as the example.

20. DLP What we want and how we go about getting it DLTP How we go about training it. Linkage with Cultural Awareness Joint Doctrine Publications LCG Main Effort – the “Virtual Language Unit” LCM Main Effort - Work started on the TNA and links with PJHQ ICC TNA, Trg Eval and Exam ManagementDLP What we want and how we go about getting it DLTP How we go about training it. Linkage with Cultural Awareness Joint Doctrine Publications LCG Main Effort – the “Virtual Language Unit” LCM Main Effort - Work started on the TNA and links with PJHQ ICC TNA, Trg Eval and Exam Management

21. DLCMB = Defence Languages Capability Management Board - DCDS(C) Chairman 3 Star DLTCEB = Defence Languages Training Customer Executive Board – DJtCap Chairman 1 Star DLCWG = Defence Languages Capability Working Group – SO1 DOLSU Chairman UKIDSCOL – UK Inter (Government) Departmental Standing Committee on Languages Policy Statements Joint Doctrine Cultural AwarenessDLCMB = Defence Languages Capability Management Board - DCDS(C) Chairman 3 Star DLTCEB = Defence Languages Training Customer Executive Board – DJtCap Chairman 1 Star DLCWG = Defence Languages Capability Working Group – SO1 DOLSU Chairman UKIDSCOL – UK Inter (Government) Departmental Standing Committee on Languages Policy Statements Joint Doctrine Cultural Awareness

22. BUILD JPA based Language Skills Database “The Virtual Language Unit” 15,000 records from legacy admin systems 25,000 records from various partial databases The right functionality in JPA for what we want - Recording Style for Info and Search Capability – right by Aug 08 MAINTAIN 1,000 records per month onto system Deletion of inactive records Generating Management Information REQUALIFICATION Time limited quals Invitations to requalify for selected languages INCENTIVES DOLSU is now paying authority based on quals for lang awards – A considerable streamlining compared with previous practice BUILD JPA based Language Skills Database “The Virtual Language Unit” 15,000 records from legacy admin systems 25,000 records from various partial databases The right functionality in JPA for what we want - Recording Style for Info and Search Capability – right by Aug 08 MAINTAIN 1,000 records per month onto system Deletion of inactive records Generating Management Information REQUALIFICATION Time limited quals Invitations to requalify for selected languages INCENTIVES DOLSU is now paying authority based on quals for lang awards – A considerable streamlining compared with previous practice

23. High Level – Proactive - Setting Requirement, Comparing with Database, Informing Training Requirement, Tasking FLCs PJHQ Driven Op Specific Courses Low Level – Less Proactive – Generic Requirement, Identifying Aptitude, Engaging with Formations Reserve Forces – Not to be forgotten – Reserves on database but Reservists not! Contracting People and Services, Meeting Short Term Requirements Line Admin Management of Pers on Long Courses and Deployed High Level – Proactive - Setting Requirement, Comparing with Database, Informing Training Requirement, Tasking FLCs PJHQ Driven Op Specific Courses Low Level – Less Proactive – Generic Requirement, Identifying Aptitude, Engaging with Formations Reserve Forces – Not to be forgotten – Reserves on database but Reservists not! Contracting People and Services, Meeting Short Term Requirements Line Admin Management of Pers on Long Courses and Deployed

24. PJHQ - Language specialists to quantify the “language factor” for operational estimates and carry out the language component of any recce Joint Force Operating Procedures Pool of 24 across defence, 4 in DOLSU, small teams from 1 to 4 personnel for an operation Focus for “reach back” from Op Theatre to co-ord additional support Pro-active prep of Basic Lang and CA trg for contingency ops Ensure our LCM pers are properly prepared for op tasks Ensure our linguists are properly prepared as interpreters / translators Ensure contracted civ pers have sufficient understanding of op environment CA is the first bldg block. Get non-verbal comms wrong and you may not get the chance to use your verbal skillsPJHQ - Language specialists to quantify the “language factor” for operational estimates and carry out the language component of any recce Joint Force Operating Procedures Pool of 24 across defence, 4 in DOLSU, small teams from 1 to 4 personnel for an operation Focus for “reach back” from Op Theatre to co-ord additional support Pro-active prep of Basic Lang and CA trg for contingency ops Ensure our LCM pers are properly prepared for op tasks Ensure our linguists are properly prepared as interpreters / translators Ensure contracted civ pers have sufficient understanding of op environment CA is the first bldg block. Get non-verbal comms wrong and you may not get the chance to use your verbal skills

25. Be the acknowledged focus for expertise in OLC Prepare the SOTR for all language requirements based on clear guidance on priorities and a robust database of existing skills Run the examination system that gives linguists mil quals based on our needs but also mapped across to cuv lang quals Continually review the trg needs of linguist posts and tasks. Is the right trg being done Continually review that the trg contracted is providing the right things. Is the right trg being delivered properly Be the acknowledged focus for expertise in OLC Prepare the SOTR for all language requirements based on clear guidance on priorities and a robust database of existing skills Run the examination system that gives linguists mil quals based on our needs but also mapped across to cuv lang quals Continually review the trg needs of linguist posts and tasks. Is the right trg being done Continually review that the trg contracted is providing the right things. Is the right trg being delivered properly

26. Tasks cleared, C2 structure in place, IOC pers in place, FOC pers sought, Location pending Tasks cleared, C2 structure in place, IOC pers in place, FOC pers sought, Location pending

27. Yellow = Existing posts Blue = Aspirational Posts from Apr 08 Green = 72 Aspirational Long Course and Deployed PostsYellow = Existing posts Blue = Aspirational Posts from Apr 08 Green = 72 Aspirational Long Course and Deployed Posts

28. Reality Deployment on Operations = Green Retasking as dictated by availability of pers and progress of development work FTRS Reinforcement Yellow = Civ Brown = MilReality Deployment on Operations = Green Retasking as dictated by availability of pers and progress of development work FTRS Reinforcement Yellow = Civ Brown = Mil

29. Any QuestionsAny Questions