Government-to-government first
Engagements are with sovereign governments and their designated institutions. Where a programme involves nationals of another state, that state’s law and authorities are engaged too.
Government-to-government
Eleven steps from requirement to a sustained workforce
How a partnership with a sovereign government would be structured — with legal review as a gate, not a formality, and every appointment decision held by the state.
01 — The pathway
A timeline with gates
Four phases, eleven steps. Copper markers denote decisions only the government can take.
Phase A — Scoping
- Step01
Government requirement
The government sets out the roles, numbers, standards, timeframe and budget envelope it is considering.
OutputRequirement statement
- Step02
Workforce assessment
Baseline of the existing workforce, training capacity and gaps, tested against the requirement.
OutputAssessment report and options
- Step03
Programme design
Programme structure, streams, phasing, safeguards and governance — starting with a pilot where possible.
OutputProgramme design document
- Step04
Legal & regulatory review
Independent legal mapping in every jurisdiction involved: service law, recruitment law, labour, data protection and international obligations. Programmes that fail review stop here.
OutputLegal opinion and go / no-go decision
Phase B — Mobilisation
- Step05
Candidate pipeline
Fee-free outreach through licensed channels, applications and eligibility verification.
OutputVerified applicant pool
- Step06
Screening
Identity, credentials, medical and background screening by authorised bodies to the government’s standards.
OutputScreening evidence files
- Step07
Training
Basic, maritime and specialist training through authorised institutions; certification tracked.
OutputCertified candidates
Phase C — Sovereign decision
- Step08
Government approval
The government reviews evidence and decides. NavyExporter has no vote.
OutputApproval decisions (government-owned)
- Step09
Appointment / enlistment
Carried out under national law by the navy’s own procedures.
OutputLawful appointment or enlistment
Phase D — Sustainment
- Step10
Workforce monitoring
Retention, welfare, grievances, recertification and compliance reported on a fixed cycle.
OutputMonitoring reports and audits
- Step11
Reserve / career transition
Reserve enrolment where national law provides for it, and structured transition into maritime careers.
OutputReserve records and transition outcomes
Illustrative model
A hypothetical pilot
This is a hypothetical example to show sequencing and governance. “Country A” is fictional; it is not a NavyExporter client and does not represent any real government or programme. Timings are indicative only.
- Months 0–3Country A defines a requirement for 500 marine-engineering and maintenance personnel, subject to legal review.
- Months 3–6Workforce assessment and programme design; legal review confirms which pathways national law permits. Scope is adjusted accordingly.
- Months 6–12Fee-free candidate pipeline opens in the permitted categories; verification and screening by authorised bodies.
- Months 12–24Training and certification through authorised institutions; government approval and appointment in cohorts.
- Year 2 onwardsMonitoring, recertification and independent review determine whether the pilot continues, changes or stops.
03 — Partnership principles
How we engage
Pilot before scale
Small, well-evaluated pilots precede any expansion; scale follows evidence.
Stop conditions
Legal review, human-rights due diligence and monitoring each carry the power to pause or end a programme.
Transparency to the state
Governments have full access to programme records, audit trails and monitoring findings.
Step 01
Every partnership starts with a requirement
Tell us what your navy needs. We will outline how an assessment and legal review would be approached.