Checklists

• I have reviewed the Joint CDS/DM Directive for the Resumption of Activities and am knowledgeable about the content and options available to my team/staff and the direction and orders issued by my chain of command and supervisors.
• I have reviewed the DM/CDS Joint Directive - DND/CAF COVID-19 Public Health Measures and Personal Protection and am knowledgeable about the content and options available to my team/staff.
• I manage civilian staff and have completed the Establishing Effective Virtual Teams (X175) course offered through the Defence Learning Network mandatory courses for managers (see Annex H)
• I have identified clear expectations and desired business outcomes with my team and established a Flexible work arrangement.
  • For additional training information on the proper use of Public Health Measures and Personal Protective Equipment (PPE), please visit the Canadian Forces Health Services Training Centre
• I have consulted with [insert key programs/players]
• I have read the general speaking points and I understand them
• I have consulted resources available to optimize virtual meetings
• I have anticipated the questions my team will ask and have prepared group-specific messages regarding the impacts
• I’ve let my team know that I am available to them and will support them throughout the change
• I have provided resources/tools to my team/staff to support their individual circumstances
• I have consulted with my communications staff to discuss internal communications
• I have consulted the Frequently asked questions
• I have conducted a Gender Based Analysis Plus assessment of back to work plans
• I have tested the accuracy of assumptions with senior leaders before relaying resumption plans to staff

• Identify which activities must be resumed at the workplace;
• Develop and practice strict adherence to Public Health Measures and Personal Protective Equipment (PHM/PPE)’s to ensure safe conduct and support to the conduct of those activities in the workplace;
• Have an open dialogue/conversation with staff about their unique situation(s) and challenges;
  • If working remotely, discuss topics such as:
    • work availability;
    • leave 699;
    • mental health;
    • IT/equipment requirements;
    • flexible work arrangements/ergonomic needs; and
    • ensuring that there is an understanding of expectations and desired outcomes.
  • Ask staff if they have any concerns/fears about their specific situation;
  • Ask staff if they would like to provide any feedback about the business resumption process and what they would like to see;
  • Discuss IT/equipment requirements;
  • Establish a regular schedule for bilateral-meetings;
  • Ensure that staff complete:
    • Defence O365 requirements and team members are onboarded;
    • Mandatory course for all personnel the COVID-19 Awareness (see Annex H);
• Familiarize yourself and provide staff with helpful resources including the Frequently asked questions, Resuming work pages, among others.
• Ensure sufficient PHM and PPE’s are available as needed;
• Inform returning staff and the remaining team on how the group is moving forward;
• Ensure Defence O365 requirements are fulfilled and team members are onboarded.

DND staff’s Return to Work direction ultimately comes from within National Defence and the Canadian Armed Forces. Those decisions are guided by Government of Canada actions. Given the large and complicated nature of DND as an organization, supervisors (and DND/CAF as a whole) must consider numerous unique factors.

• As a supervisor/manager, ensure that you do not assume or communicate to your staff about return dates or processes based on other federal departments (unless you have been given that direction from within DND).

Given the ranging circumstances from one individual to the next, the most effective method of communication is between staff and supervisors. Access the resources to support this process below (Annex A and B) and/or consult the meeting guide (Annex F).

Note, communications with staff should take place during normal working hours.

• As a supervisor/manager, be sure to talk to all of your staff before finalizing the back to work plan so that you are aware of each particular circumstance.
  • Provide a copy of the checklist for safe and effective workplaces (to come).
• It is your responsibility to have conversations with each member of your team, to ensure that no member is missed.
• Key topics to discuss include:
  • Whether the COVID-19 circumstances are impacting their ability to return to work.
  • Whether staff feel comfortable to voice their concerns/ask their questions (this is integral).

As a Manager/Supervisor, it is your responsibility to develop local back-to-work plans. These must be built with input from Health and Safety Wellness Committee and Safety Reps. Access their contact information above.

• Reach out and consult with the Committee and Safety Reps.

Certain groups of people are disproportionately affected by pandemic conditions, particularly parents or caregivers with young or school-age children, or those caring for ill or elderly relatives. Anyone unclear how to conduct this can reach out to the GBA+ team in Corporate Secretariat (accessible only on the National Defence network).

• As supervisors, you must conduct a Gender Based Analysis Plus assessment when building your back to work plan.

It is essential to avoid situations that result in communicating incorrect details on dates and processes:

• Supervisors should test the accuracy of their assumptions with their senior leaders before relaying their plans to staff.
• As a supervisor, brief-up on your plans before they are implemented, both with your chain of command and with whomever is the ultimate authority for the site on which your staff work (i.e. base and wing commanders).