The selection process at Iraqi Military Academy al Rustamiyah takes place three times a month, and each session lasts four days. Personnel from the NATO Training Mission-Iraq, including a number of British Armed Forces personnel, support and advise Iraqi Academy staff in running what is a very demanding selection process. The process involves choosing candidates, between ages 18 and 26, who are most likely to perform well. Finishing the course is vital.
During the four-day process candidates are tested on their leadership skills, ability to work in a group, general education levels and any English-speaking ability. Special emphasis is placed on physical fitness, with applicants performing diagnostic tests, including push-ups, sit-ups and running:
“Fairness and equal treatment for all is of highest importance in the selection program,” explained Warrant Officer Jim Thompson of the Royal Air Force. “Prospective officer candidates must be certain they will be treated fairly and not lose their place because of tribal issues or lack of ‘influential connections’.
“Every candidate has an equal chance here at IMAR; they simply have to achieve success based on their own merits at selection.”
Based on the Royal Military Academy at Sandhurst, England, the academy was originally set up in 1924 on the outskirts of Baghdad, abandoned in January 2003, and then re-opened in 2005 with the help of Coalition Forces. “Serve to Lead,” the IMAR motto, refers to the excellent military tradition and high demands placed on those who aspire to serve as officers in the New Iraqi Army.
Ties with the British military and their traditions remain strong, and the 12 months of training cadets receive at IMAR is still broadly based on the training delivered during the commissioning course at Sandhurst.
“The qualifying criteria to achieve a pass at selection are quite tough, but the average pass rate is running at 62 percent,” Thompson said. “Each group is different. Sometimes the pass rate is as high as 75 percent, but it has been as low as 40 percent.
“Candidates who don’t make it through on their first attempt often show their desire to become officers by trying again. It’s really pleasing to see even a few months after joining how these kids cope with the junior term training and begin to look like young officers.
“This is what it is all about; we’re here to train the officers of the future, and the first step is to select only the best. The work is very rewarding.”