THE RAF OFFICER OASC OFFICER AIRCREW AND SELECTION CENTRE
Most candidates who attend the OASC will fail. It is a well known fact that only 1 out of 5 people who attend the selection centre will pass.
Our workbook has been created by the UK’s leading Armed Forces recruitment expert and is full of essential information that is not freely available anywhere else.
Every year many candidates attend the RAF Officer Aircrew and Selection Centre OASC at the RAF College Cranwell. You will be required to undertake speed, distance and time test questions and two planning exercises. Only the select few will make the required grade with many people failing due to an inability to demonstrate the qualities required to become an RAF Officer.
WHEN ARE THE COMPETENCIES ASSESSED?
- Conﬁdence and Resilience – This is assessed during every stage of the OASC.
- Oral Communication – This is also assessed during every stage.
- Inﬂuence – Assessed during every stage with the exception of the Individual Problem Solving exercise.
- Problem Solving – Assessed during every stage with the exception of the discussion exercise.
- Teamwork – Assessed during every stage with the exception of the discussion and the individual problem solving exercise.
PREPARING FOR THE RAF OFFICER OASC PLANNING EXERCISES
Each syndicate member is given a copy of the exercise setting, some rough paper and a pencil. The setting, chosen from a number available, contains a map and the brief of an imaginary situation which the syndicate team has found itself in. There are normally two or more possible solutions to the problem and the aim is for the syndicate to arrive at a group-preferred solution.
The exercise is divided into three phases:
THE PRIVATE STUDY PERIOD
After the briefing, you are given 15 minutes for private study during which you are expected to acquaint yourself with the brief and setting, making whatever notes you wish and undertaking your own speed/distance/time calculations to arrive at one or more solutions.
THE DISCUSSION PERIOD
Next, a 20-minute period is given for the group to discuss the options, check calculations and arrive at a team solution. No chairman is appointed and discussion is on a free-for-all basis.
During this phase, the Board, who take no active part in the discussion, will assess which members of the syndicate have influence, perception, comprehension and judgement and a note is made of their degree of involvement, cooperation and numeracy of each member.
THE QUESTION PERIOD
There then follows a 20-25 minute phase during which the Board Chairman questions each member of the syndicate about the setting, the problem, the chosen solution, the rejected solutions and the calculations.
By the end of the questioning, the Board Member, who will have been marking throughout this period, will have noted the qualities apparent in each syndicate member (as well as confirming, or otherwise, those qualities already noted as above), in addition to mental agility, flexibility and reaction to pressure.
This exercise is similar in nature to the Group Planning exercise, and the scenario is selected from a number of options which the Boarding Officers possess. You have 20 minutes to understand and assess the problem, undertake calculations and decide which solution to present. You are then questioned for 10 minutes by a Board Member.
- You will be questioned on the problem, your solution and the alternatives you considered.
- While the candidate is being questioned, the Board Chairman is engaged in assessing the level of performance, commenting on confidence, work rate, perception, judgement, comprehension and numeracy.
- The Board Member then leads the candidate through the possible alternatives and further assessment is based on receptiveness, flexibility, judgement, mental agility, composure, reaction to pressure, and decisiveness.
- At the end of the question period, the Board discusses the performance and awards a percentage score. This continues until each member of the syndicate has been seen.
The Board President observes the performance of each candidate remotely by CCTV and makes his own judgement and assessments. Clearly, he is unable to observe each candidate’s performance in full, but he spends sufficient time on each candidate to form an opinion. Any major differences of opinion as to the qualities possessed by any candidate are discussed at the final debrief between the President and the Board Members.
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