Strengthening the RCAF Team – Talent Management for DND Employees

Magazine Article / April 19, 2021

By LCol Sandra Humphreys, Directorate Air Personnel Management 2, Ottawa

Much like succession planning in the Canadian Armed Forces (CAF), the Public Service (PS) also has a process for identifying and developing exceptional individuals. The Talent Management (TM) process serves the long-term demands of the RCAF by addressing the broader business needs and organizational requirements. In other words, TM seeks opportunities for investment in the PS leaders of tomorrow. Composing a plan to develop competencies of value to both the RCAF and PS takes effort and supervisors play a vital role by informing, influencing and orchestrating the four-step TM process:

Step 1 - Identification of Talent Developmental Needs. This step is where RCAF supervisors identify high-performing employees with demonstrated potential and who aspire to advance into more challenging organizational roles. Supervisors initiate the TM process by completing the DND Form 2800-2-E. This form will provide information relating to the employee’s performance, readiness, willingness, criticality (i.e.: they possess critical knowledge or skills), strengths and their work achievements.

Step 2 – Talent Development Planning. Building the TM plan is a joint effort between the employee and the supervisor, but higher-level managers may also need to weigh in. This is to ensure the plan supports the business and culture of the organization while remaining within available resources.

Steps 3 - Review Panel Discussion. The talent review process is a structured meeting to present TM development plans. The panel considers the abilities and competencies of the employees within the context of HR planning, including succession planning and provides feedback to the originator. Review panels also play a role in the monitoring and evaluation of the overall talent situation to address gaps or risks and to ensure consistency across business units.

Step 4 - Implementation and Monitoring of Talent Management Plan. The implementation of TM should be transparent and equitable. Further, managers are required to monitor TM plans for the purposes of progress reporting and analysis.

TM may seem like an extensive process, but smart career investments made today will generate a cadre of exceptional leaders tomorrow.

Report a problem or mistake on this page
Please select all that apply:

Thank you for your help!

You will not receive a reply. For enquiries, contact us.

Date modified: