Canadian Armed Forces Military Personnel Instruction 01/25 – Evidence-Based Character Assessments for Promotion and Appointment Purposes

1. Identification

Date of Issue: 2025-02-12

Date of Modification: 2025-03-04

Application: This instruction applies to Regular Force (Reg F) and Primary Reserve (P Res) officers and non-commissioned members of the Canadian Armed Forces (CAF) (CAF members).

Approval Authority: Chief of Military Personnel (CMP)

Enquiries: Administrative Response Centre (ARC)

2. Definitions

Confirmatory Assessment (Évaluation de confirmation)

A comprehensive multi-rater tool used to assess work behaviours relevant to one’s leadership. 

Note – A confirmatory assessment is a 360-degree evaluation that uses self-ratings, and ratings from multiple evaluators who have had the opportunity to observe the work behaviours of the individual being evaluated. (Defence Terminology Bank Record Number TBC) 

Psychometric Assessment (Évaluation psychométrique)

An assessment designed to provide a quantitative analysis of a person's cognitive capacities or personality traits, typically as shown by responses to a standard series of questions or statements.

Note – Psychometric assessments may be used to measure or evaluate such things as cognitive ability, reasoning, aspects of personality commonly associated with success in organizations, leadership, character, and other competencies that align with the CAF Ethos and map to the CAF Competency Dictionary. (Defence Terminology Bank Record Number TBC) 

3. Policy Direction

Context

3.1 The CAF Ethos: Trusted to Serve identifies that an evidence-based understanding of character reveals that strength of character can and must be intentionally developed through an essential set of behaviours that are underpinned by CAF ethical principles and values. To that end, character is a set of interconnected virtues or dimensions that are manifested in habits of cognition, emotion, and behaviour that embody and produce principled moral conduct and performance excellence.

3.2 To provide a broader perspective in support of selection for promotion and appointment processes, the CAF has established the use of evidence-based character assessments as a means of providing greater insight into the character of those entrusted to lead the Defence Team. These assessments will apply rigour and science by using tools that provide a comprehensive appraisal of the dimensions of character and attributes necessary for a leadership team that reflects the CAF’s professional values.

3.3 These assessments were outlined in the CDS/DM Initiating Directive for Professional Conduct and Culture, issued in April 2021. The Directive flows from the powers and duties of the Minister and CDS, as set out in section 18 of the National Defence Act. 

Policy Statement

3.4 The purpose of this policy is to provide direction on the administrative procedures and responsibilities with respect to evidence-based character assessments for promotions and appointments.

4. Operating Principles

General

4.1 Leaders of good character are critical in protecting the health and welfare of CAF members and enhancing the operational effectiveness of Canada’s military. Assessing good character includes objectively measuring relevant attributes that make up and distinguish an individual in accordance with the CAF Ethos and the CAF Competency Dictionary. 

Participation in Psychometric Assessments

4.2 Reg F CAF members eligible for promotion to Naval Captain/Colonel (Capt(N)/Col) and above, and all CAF members eligible for promotion to Commodore/Brigadier General (Cmdr/BGen) and above, shall complete psychometric assessments once identified as a candidate for promotion. Psychometric assessments may be used for certain appointments as determined by senior leadership in consultation with DGMC.

Participation in Confirmatory Assessments

4.3 All CAF members eligible for promotion to Cmdre/BGen and above will additionally participate in a confirmatory assessment. Reg F CAF members being considered for certain other promotions and appointments may be required to participate in a confirmatory assessment.

Confirmatory Assessment Evaluators

4.4 Evaluators are individuals who have directly observed a candidate’s on-the-job behaviour within the past 5 to 7 years. In selecting evaluators for confirmatory assessments there must be representation from subordinates, colleagues, and supervisors. Where possible, there should be a mixture of representation from men, women, officers, non-commissioned members, civilian employees, different Environments, Regular Force, Primary Reserve, Anglophone, Francophone, and from DND and the CAF Employment Equity groups.

Completion

4.5 Failure to complete assigned psychometric assessments may result in a score of zero for that specific element of the scoring criteria (SCRIT) or may result in removal from consideration for certain appointment processes. Failure to participate in the confirmatory assessment may result in the recommending or approving authority being unable to recommend or approve the promotion/appointment for which the assessment is required. 

Exceptions and Accommodations

4.6 Candidates who are unable to complete the psychometric assessment(s) in the current promotion year for exceptional service or personal reasons will be assigned the board mean score, so they are neither advantaged nor disadvantaged. The candidate will then be expected to undergo the assessment process when being considered for future promotions and appointments. Authentication of service or personal reasons will be actioned in consultation between Director Military Executive Services (DMES), the member, and other authorities as necessary.

4.7 Requests for accommodation to complete the psychometric assessment(s) in the current promotion year will be considered on a case-by-case basis to ensure candidates are neither advantaged nor disadvantaged. Learning disability accommodations will be considered in accordance with DAOD 5516-5, Learning Disability Accommodation during Recruiting, Training and Education. Authentication of accommodation requests will be actioned in consultation between DMES, the member, and other authorities as necessary. 

Validity Period of Results

4.8 Results of psychometric assessments are valid for five years based on Director General Military Personnel Research Analysis (DGMPRA) verification regarding stability of the underlying competencies and dimensions of character. Re-assessment within the five-year period may be required for candidates under consideration for future promotions or appointments if the assessment tools change. In all cases, candidates will be notified when re-assessment is required.

4.9 Results of confirmatory assessments are valid for two years, dependent on DGMPRA verification regarding stability of the underlying competencies and dimensions of character or should the promotion or appointment authority requirements necessitate this assessment be repeated earlier. 

Legal Defensibility

4.10 The assessments currently in-use, and those that may be considered for future use, must be available in both French and English based on the candidate’s preference. 

4.11 The assessments currently in-use, and those that may be considered for future use, must demonstrate validity and reliability. Assessments demonstrating validity are deemed to measure results accurately – meaning the results represent what they are intended to measure. Assessments demonstrating reliability are deemed to measure results consistently – meaning the results can be consistently reproduced under the same conditions. Assessments utilized will be regularly monitored for validity and reliability. If a significant pattern of reduced validity or reliability is detected, action will be taken to adjust assessment tools. 

4.12 The assessments currently in-use, and those that may be considered for future use, must have consistently demonstrated that there is no adverse impact. Assessments are deemed to have adverse impact if a statistically significant pattern is detected within a selection assessment design which results in an unintended negative bias towards an employment equity designated group. Assessments utilized will be regularly monitored for adverse impact. If adverse impacted is detected, action will be taken to adjust assessment tools. 

Process Review

4.13 A review of the process and assessment tools will be conducted on an annual basis to ensure that they meet the aim, are valid, reliable, free of adverse impact, and to identify other areas for progressive refinement. 

Storage of Assessment Results

4.14 Evidence-based character assessment results will be managed by CMP and stored within a Protected B web-based application residing on the Defence Wide Area Network (DWAN). The primary users of the application will be Director Military Executive Services (DMES) and Director General Military Careers (DGMC) Chief of Staff (COS). Access will be controlled with the use of dynamic access policies integrated with added authentication with DND Entrust PKI for end users.

5. Privacy

5.1 Information is collected within the evidence-based character assessment process. This includes name, service number, personal or work contact information, biographical information, personal views and opinions, and limited personnel information. The personal information provided to DND/CAF is governed by the Privacy Act and will not be used or disclosed except in support of determining suitability for promotion and appointment, or as permitted by law. Aggregate and de-identified information may be used for research, reporting, program evaluation, and validation.

6. Acceptable Use of Assessment Results

6.1 Psychometric assessment results are a component of promotions and appointments as described in para 4.2. Psychometric assessment results are not to be used for any other purpose outside of promotions and appointments without the CAF member’s consent. Once board results have been approved, each candidate will receive their results. DGMPRA may review anonymized data for statistical analysis and assessment tool validity. 

6.2 DMES synthesizes confirmatory assessment results into a report for use by decision makers in support of the promotion/appointment process. Confirmatory assessment results are not to be used for any other purpose without the CAF member’s consent. Individual candidates receive a developmental feedback report. DGMPRA may review anonymized data for statistical analysis and assessment tool validity.

6.3 Retention and disposal of assessment data that contains personal information will be in accordance with DAOD 1002-3, Personal Information Management.

7. Responsibilities

Responsibilities Table

7.1 The following table identifies the responsibilities associated with this instruction:

8. References 

Acts, Regulations, Central Agency Policies and Associated DAOD

• Canadian Human Rights Act
• Employment Equity Act
• Privacy Act
• QR&O article 4.02, General Responsibilities of Officers
• QR&O article 5.01, General Responsibilities of Non-Commissioned Members

Other References

• DAOD 1002-0, Administration of the Privacy Act
• DAOD 1002-3, Personal Information Management
• DAOD 5019-0, Conduct and Performance Deficiencies
• DAOD 5516-5, Learning Disability Accommodation during Recruiting, Training and Education
• DAOD 7023-1, Defence Ethics Programme
• Canadian Armed Forces Competency Dictionary (CAF CD) Update
• Canadian Armed Forces Ethos: Trusted to Serve 
• CDS Directive for Reinforcing General Officer / Flag Officer (GOFO) Selection Promotion Year 2022
• CDS/DM Initiating Directive for Professional Conduct and Culture
• Department of National Defence and Canadian Forces Code of Value and Ethics
• Evaluation of Diversity and Inclusion
• Interim General Officer Flag Officer (GOFO) Selection Process
• Minister of National Defence’s Report to Parliament on Culture Change Reforms
• Report of the Independent External Comprehensive Review
• The Interim General Officer/Flag Officer Confirmatory Tool, Joy D. Klammer, PhD, DRPG, DRDC-RDDC-2022-B005, January 2022 (Currently available in paper copy only)