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Working and ageing
250 Guidance and counselling for mature learners

for career switching: ʻIt is necessary that career change is mentioned in the
personal appraisal discussion. This possibility must be highlighted!ʼ (union);
ʻthe information must be part of the appraisal discussion, to introduce the idea
of career switching. Thatʼs not how it works todayʼ (commanding officer).
There must be transparent organisation of career switching in units, and
time for personnel to carry out the work: ʻthe managing board in the unit must
agree internally that this is part of our personnel policy, this is the way it is.
We take responsibility for this way of work. We are not going to fire you; this
is an opportunity for youʼ (human resources).

13.4.2. The target group response: incitements and barriers
Many respondents express that career switching has not reached the primary
target group as intended. Officers who were needed applied; they were highly
motivated and their applications were approved too easily: ʻwe have lost
competences that we neededʼ (commanding officer).
Competence has not had the same emphasis as age, even though
competence was in focus for the entire project. The unions were critical: ʻwe
have been against emphasising age, it is discriminatory. The competence is
essentialʼ (union).
Several respondents believe that it is difficult to make older people switch
careers. Pension age is not too distant; there may still be career possibilities
in the present situation, they may feel at home with the military environment,
etc.: ʻ50+ officers have a security they donʼt like to jeopardise. It would be
better to focus on younger ones; they have a mental capacity to go for a new
careerʼ (commanding officer).
What happens to those who apply for career switching but are rejected?
There is general consent that such cases must be followed up: ʻif you are
refused you are disappointed. But then there must be a personal development
plan. There must be good reasons for refusal: for instance, investment in a
competence development planʼ (commanding officer); ʻif you apply and are
rejected; then you have shown that you want to leave, and then you may be
worse off when it comes to promotionʼ (union).
It is generally believed that interest for career switching will increase
dramatically in the 35-45 age group when it is clear to them what the new rules
and regulations actually mean. So the present situation, however difficult it
may be, will fade out as the old generation retires.
A negative trend in the statistics, which counteracts the policy of having
more females in the army, is that there is overrepresentation of female officers
among those applying for career switching.