Canadian Armed Forces Military Personnel Instructions 03/25 – Annexes – Canadian Armed Forces Transition to Post-Military Life

Annex A – Programs and Services Available to Support Transition to Post-Military Life

1. Overview

General

1.1 Every Canadian Armed Forces (CAF) member will undergo transition at some point during their career and each member will experience transition differently. To better prepare CAF members and their families for transition to post-military life, the CAF has developed the Military to Civilian Transition (MCT) Process which has, as its foundation, the domains of well-being that contribute to a successful transition. These include sense of purpose, health, finances, housing and physical environment, social integration, life skills, and cultural and societal environment. A suite of transition training and education tools are available to help members, and their families navigate the next chapter of their lives. In addition, at each CAF Transition Centre (CAF TC), a Guided Support Team is available to assist the member with developing a tailored Transition Plan (TP) addressing each domain of well-being and related transition training and education.

Eligibility Criteria

1.2 All members of the CAF are eligible to receive transition services as listed in this Annex and in My Transition Guide, such as personalized assistance from a guided support team, release administration, as well as transition training and education. In addition, the transition programs and benefits intended for medically releasing members are identified in Annex B of this Instruction, My Transition Guide, and in the Guide to Benefits, Programs, and Services, for Ill, Injured, or Deceased CAF Members, Veterans and their Families. Spouses and common-law partners of CAF members are eligible to participate in Long-term Planning and My Transition Seminars.

Guided Support Teams

1.3 For non-medically releasing members and their families, the Guided Support Team may consist of a Transition Advisor (TA), Release Administrator (RA), and Family Transition Advisor (FTA). Medically releasing members and their families may also be assigned a Services Coordinator (Svcs Coord), Nurse Case Manager, and Family Liaison Officer (FLO). For both medically and non-medically releasing members and their families, the Transition Personnel Selection Officer (TPSO) and Transition Trainer will provide education and vocational counselling, and My Transition Seminars and workshops. 

2. Military to Civilian Transition Process

General

2.1 The MCT process consists of five steps and is executed by the CAF to facilitate transition of Regular Force (Reg F) and Reserve Force (Res F) CAF members and their families to post-military life. Transition training and education tools are available throughout a CAF member’s career to develop their knowledge from an early stage and prepares them for eventual transition to post-military life. This includes individual guided support, and training and education related to transition programs, benefits and services offered by the Defence Team, Veterans Affairs Canada (VAC), Military Family Services (MFS), and third-party service providers.

Steps to the Military to Civilian Transition Process

Explore Retention options in the CAF through Employment and Education Options available 

2.2 Step 1 of the MCT process requires the exploration of retention options within the CAF such as alternative educational and career options available, when applicable.

To retain members, a referral to the TPSO/Base Personnel Selection Officer (BPSO) for members interested in exploring these options should be initiated. Depending on the reason for release, alternative employment options when available, may include Occupation Transfer (OT), commissioning, Component Transfer (CT) and/or exploring other posting possibilities, Remote Work Options, other leave options such as Parental or Educational Leave, as well as examining different career options such as Department of National Defence (DND) Civilian Employment and other Federal Public Service opportunities.

3. Suite of Transition Services

Suite of Transition Services Available

Note 1 – In certain locations, the subjects in the LTP and My Transition Seminars are covered by other forums, e.g., unit training days or professional development seminars. In such cases, the above transition services are considered to have been provided.

Note 2 – All reasonable efforts must be made to ensure transitioning CAF members, and their families, have access to transition services. 

4. Support Tools and Administration 

My Transition Guide

4.1 This guide covers many transition-related topics that will help CAF members and their families to develop a plan based on informed decisions. It will also assist CAF members in navigating the process and highlighting choices, support options, avenues and benefits that are available to them and their families. The guide is organized in sections that reflect the various domains of well-being and includes a family component to ensure that CAF members can plan for their transition as seamlessly as possible by using all the information and tools included. 

Military Occupational Structure Identification Code/National Occupation Code Equivalency Tool

4.2 The National Occupation Code Equivalency Tool (MNET) is an online tool that assists in translating CAF members military occupation into the equivalent civilian occupations. This is done through a direct link with the national Job Bank database. It is both a “Military to Civilian” and “Civilian to Military” job translator. By associating the member’s military occupational structure identification (MOSID) to civilian National Occupation Code (NOC), it will help CAF members translate knowledge, skills, and abilities (KSA), gained during their military career, to civilian terms. The Military to Civilian Translator aims to direct CAF members to Employment and Social Development Canada’s (ESDC) National Job Bank, which include Veteran friendly employers and a list of jobs that map to a specific civilian occupation. This includes Labour Market Information for specific regions throughout Canada. 

National Occupation Code Catalogue

4.3 MNET data is based on the CAF job-based specifications and ESDC list of civilian occupations, known as the NOC catalogue. The NOC catalogue is the official resource on job information in Canada, providing a standard catalogue of more than 30,000 job titles organized into 500-unit groups, arranged according to skill levels and skill types. All military jobs are cross-referenced against each NOC for the purpose of defining related civilian job fields. Military years of service will also define the level of leadership experience, time management, supervisory, and organizational skills needed. Some MOSIDs may have several NOCs associated with them. This reflects a variety of tasks and duties that a CAF member may perform or acquire within an occupation. These KSAs which are common in all military jobs, are directly translated into the civilian labour market.

My Skills and Education Translator

4.4 The CAF My Skills and Education Translator (MySET) is an online system that translates military skills, education, and training into civilian education/training credits or qualifications. MySET aims to assist CAF members in a career transition by providing a centralized resource that can be used to identify which Post-Secondary Institutions (PSI) recognize prior learning for military skills and education. This may be in the form of a civilian equivalency, accreditation of specific occupation training, education, experience, or a combination thereof. MySET provides a centralized digital platform that allows PSI to present their academic offerings for recognition of your military training and education. 

Military Transition Engagements and Partnerships National Resource Directory

4.5 The Military Transition Engagements and Partnerships (MTEP) Team works with third-party organizations, veterans service organizations, other government departments and other relevant stakeholders supporting Military Transition across all sectors of Canadian society. The National Resource Directory (NRD) is a publicly accessible, online database that houses a verified, categorized, and trusted network of these supporting resources that can assist transitioning CAF members, veterans, and their families in meeting their transition goals and support them across the various domains of well-being. These resources may include, but are not limited to, employers, educational institutions, peer support and social connection groups, housing supports, financial planning, regulated health care options, transition supports for vulnerable populations, non-profit organizations and military, veteran, and family outreach services.

4.6 The MTEP NRD is a feature within the DTC, where transitioning members, veterans, and families, as well as supporting CAF TC staff (e.g., TAs, Svcs Coord, Family Transition Advisors), can work together virtually to develop and implement their TP. This work may include identifying key points of contact from the NRD that align with each member’s needs, goals, and priorities for their transition to post-military life, which can then be incorporated into the TP as needed. All organizations/contacts in the NRD sign terms and conditions emphasizing the veracity of their offerings and are verified and categorized by MTEP to ensure they can be trusted as military, veteran, and family friendly resources.

5. Locations for Transition Training and Education

Delivery Table

5.1 TPSO at primary locations oversee the suite of transition services to their integral and lodger units at such locations, as well as at supported locations. The following table outlines the primary and supported locations for transition training delivery.

Annex B – Programs and Services Available to Support Ill and Injured members in their Transition to Post-Military

1. Overview

Introduction

1.1 All CAF members are required to perform military duties, some of which may lead to injury or illness and potentially be compulsorily released for medical reasons. CAF members serving in the Regular Force (Reg F) or Reserve Force (Res F) must meet minimum operational standards related to Universality of Service (U of S). Those members, as well as CAF members in other sub-components of the Res F, who due to permanent medical restrictions are unable to serve in the CAF, will be transitioned out of the CAF.

Eligibility Criteria

1.2 The CAF is committed to providing support to all serving ill and injured members, particularly those who due to permanent medical limitations or disability, are no longer able to continue their service in the CAF. The transition programs and benefits intended for medically releasing members are identified in My Transition Guide and in the Guide to Benefits, Programs, and Services, for Ill, Injured, or Deceased CAF Members, Veterans and their Families. 

Guided Support Team

1.3 Medically releasing members and their families may be assigned a Services Coordinator (Svcs Coord), Nurse Case Manager, VAC Case Manager, Veteran Family Program Coordinator (VFPC) and FLO. For medically releasing members and their families, the TPSO and Transition Trainer will provide education and vocational counselling, and My Transition Seminars and workshops. 

1.4 This Annex outlines some of the existing key programs and support available for CAF members who are being compulsorily released for medical reasons.

2. CAF Vocational Rehabilitation Program for Serving Members

General

2.1 The intent of the Vocational Rehabilitation Program for Serving Members (VRPSM) is to assist eligible medically releasing CAF members to make a seamless transition from military to civilian employment by providing them full-time vocational rehabilitation up to six months immediately prior to the date of release (DOR). The 30 day Protected Period, where activities associated with completion of the members’ Transition Plan (TP) are prioritized above other duties, is included in this six-month period.

2.2 Participation in the VRPSM is discretionary and is subject to the support and approval of the member's commanding officer (CO).

2.3 VRPSM is not a right or entitlement for CAF members going through a medical release. The members must prepare a comprehensive vocational rehabilitation (Voc Rehab) plan and submit it through their chain of command (CoC) for consideration. The Voc Rehab plan will normally encompass formal education/training and/or apprenticeship/on the job training (OJT) along with the use of annual leave. A CAF Long Term Disability (LTD) Vocational Rehabilitation Program Counsellor is available to assist the member in determining the best training plan and program as per section 3.4 of this Annex.

2.4 The VRPSM activities being planned by members must:

1. be legal in Canada;
2. be socially acceptable;
3. not bring discredit or reflect poorly upon the CAF; and
4. respect and reflect the CAF’s core values, culture, ethics, and conflict of interest policies.

2.5 CAF members engaged in civilian OJT as part of their VRPSM are still considered to be on duty. They are therefore not permitted to accept compensation or tangible benefits of any kind (other than gaining education, skills, and experience) for work or training conducted during normal work hours. This includes pay, gifts, financial benefits, gratuities, or other non-monetary benefits.

2.6 Travel related to VRPSM activities may be requested in advance and will be considered by the member's chain of command and must not breach the member's medical employment limitations (MEL). If outside of the geographical area, this travel may be internally funded by the member’s unit; local travel would be the member’s responsibility.

2.7 Additional information and the VRPSM Application Form are available in the VRPSM Guide.

Eligibility

2.8 Regular Force: Reg F members who are medically releasing from the CAF under item 3A or 3B of QR&O 15.01 must have completed Developmental Period 1 (DP1) in their Reg F MOSID under their current terms of service. This includes: 

1. MOSID-qualified Reg F members who transfer to a new occupation but are not yet DP1 qualified in their new occupation;
2. MOSID-qualified Reg F Non-Commission Members (NCMs) who are undergoing training leading to commissioning as an officer; and
3. Reg F members proceeding with an Occupational Transfer (OT) with continuous service who are undergoing training in a new MOSID.

2.9 Re-enrolled Reg F members (i.e., those with broken service) and Res F members who component transferred to the Reg F, and who are undergoing DP1 training in a new Reg F MOSID are not eligible for VRPSM until they become DP1-qualified in their current Reg F MOSID under their current terms of service.

2.10 Reserve Force: P Res members medically releasing from the CAF under item 3A or 3B of QR&O 15.01 are eligible to apply for VRPSM if they:

1. have completed a period of Class B or Class C employment for a minimum of two years (including annuitant breaks where applicable) at any one of the following dates: 
   1. the documented date of the injury/illness that led to the medical release decision (e.g. CF 98, Report of injury, disease, or illness; CF 2018, Medical disposition note).
   2. the documented date of diagnosis of a condition that led to the medical release decision.
   3. the documented date of the assignment of a temporary or permanent medical category (Temporary Medical Category (TCat) or Permanent Medical Category (PCat)) that led to the medical release decision (e.g. CF2088, Notification of change of medical employment limitations (MEL)), or
   4. the date of the medical release decision; or
2. have sustained the injury/illness for which they are being medically released while serving in a Special Duty Area (SDA) or on a Special Duty Operation (SDO).

2.11 The end of a period of Res F service does not necessarily disqualify CAF members from eligibility for the VRPSM, providing that they remain in the P Res sub-component.

2.12 P Res members may be transferred to another Res F sub-component (e.g., transfer to the Supplementary Reserve, Canadian Rangers, and Cadet Organizations Administration and Training Services (COATS)). While these members may still be eligible for the VRPSM prior to release, such a transfer out of the P Res sub-component may disqualify these members for eligibility for other post-release transition benefits, including CAF Long Term Disability (CAF LTD) or CAF Vocational Rehabilitation Program (CAF VRP), even if they are medically released from the non-P Res sub-component.

2.13 P Res eligibility approval and pay funding support for VRPSM is under the authority of the Director Casualty Support Management (DCSM).

Vocational Rehabilitation Program for Serving Members at a Location Other than Current Place of Duty

2.14 The member should normally complete the VRPSM within the geographical boundaries of the place of duty at the time of release. However, in exceptional situations where adequate local training opportunities are not available, it may be more practical for the member to elect an earlier release date or request to complete the Voc Rehab training at the location of the Intended Place of Residence (IPR) (for members who are eligible for an IPR move). To ensure the provision of continued support and leadership, the VRPSM must be within the geographical boundaries of a CAF Base/Wing and/or supporting CAF unit, which would preferably be closer to a CAF Transition Centre. 

2.15 A VRPSM request cannot be approved for undertaking training at locations outside Canada. 

Annual Leave

2.16 VRPSM participants are subject to CAF regulations regarding annual leave. 

2.17 CAF Members attending educational institutions should consult their chain of command in advance regarding the use of annual leave during the VRPSM period. The member's VRPSM request and training plan should include a leave plan for the non-active periods during the school year (e.g., Christmas, March break, reading week, summer closure, etc.). 

2.18 Res F members participating in a VRPSM must use all earned annual leave credits before the end date of the program. The use of annual leave must be included in the member’s VRPSM plan. Compliance is monitored and controlled by the member's unit. The Director Casualty Support Management (DCSM) is not responsible for the payment of any leave credits not used during the approved VRPSM period.

3. CAF Long Term Disability

General

3.1 The CAF LTD plan is a group insurance plan for CAF members, administered by SISIP Financial with Manulife as the insurer.

3.2 CAF LTD is for eligible CAF members who have been medically released or have been assessed by the insurer as “Totally Disabled (TD)” at release. The plan provides income replacement benefits, as well as advice and financial support for vocational rehabilitation designed to assist released personnel to transition to gainful civilian employment.

Eligibility

3.3 Regular Force: CAF LTD coverage for Reg F members is as follows:

1. for those who enrolled on or after 1 April 1982, coverage is automatic,
2. for those who enrolled prior to 1 April 1982, coverage is voluntary, and
3. members are covered 24/7 and the plan provides income replacement benefits regardless of whether they were injured in the line of duty or not.

3.4 Reserve Force: CAF LTD coverage for P Res members is as follows:

1. those on Class A or Class B P Res service of 180 days or less, coverage is automatic for each period for which they are "on duty". "On duty" means that the member is authorized and entitled to pay during the performance of P Res service. They are deemed to be covered 24 hours a day, provided they are on paid/authorized Periods of continuous P Res Service; and
2. for P Res members on Class B reserve service of more than 180 days, or on Class C reserve service, coverage is automatic for each period of service and is deemed to be twenty-four hours per day, seven days a week.

Application to CAF Long Term Disability

3.5 Access to the CAF LTD and VRP is obtained through the completion of an application form within 120 days from DOR. Application forms are provided by CAF Nurse Case Managers. Application forms are also available by calling CAF LTD Services - Manulife at 1-800-565-0701 or from the SISIP Financial website (LTD Claim Package).

3.6 The effective date of release is the date authorized by the appropriate designated release authority. If at the end of 24 months the former member is adjudicated as meeting the contractual definition of TD, then CAF LTD support may continue to age 65 or until such time as the member is no longer TD.

Note - For non-medical release items members may be eligible for CAF LTD but must be adjudicated as being TD. Approval for CAF LTD under a release item other than 3A or 3B (medical) does not impact on the eligibility to any other casualty support benefits or programs.

CAF Vocational Rehabilitation Program

3.7 The CAF LTD VRP is a component of the CAF LTD plan. The CAF LTD VRP is available to CAF members who have been medically released, or to those who are about to be medically released or have been assessed as ’Totally Disabled’ by the insurer, Manulife, and have been approved for benefits under the CAF LTD plan.

3.8 The primary goal of the CAF LTD VRP program is to provide vocational rehabilitation support to assist eligible members in successfully transitioning to civilian employment by enhancing existing education, skills, training, and experience, if required.

3.9 Once approved for LTD benefits, the claimant will be sent an introduction package containing the objectives and procedures with respect to the VRP. A VRP counsellor will assist the member in determining the best training plan and program. These plans are approved on an individual basis.

4. Complex Transition Support Policy

General

4.1 On 24 March 2011, the Minister of National Defence announced a new policy to improve the care and support provided by the CAF to ill or injured members with complex transition needs, by providing up to three years of transition time to allow CAF members to continue recovery/treatment with a view to enhancing their opportunity for vocational training /employment at time of release. 

4.2 This section outlines the Complex Transition Support policy for CAF members who are ill or injured and have complex transition needs.

Eligibility

4.3 The following members, who are to be compulsorily released for medical reasons determined by an Administrative Review (AR) and have complex transition needs following a medical assessment, are eligible for Complex Transition Support:

1. Reg F members, regardless of whether their sustained injury or illness is attributable to service; and
2. Res F members who are eligible for Reserve Force – Compensation During a Period of Injury, Disease, or Illness (RFC), or Extension of Class C, under CBI 210.72.

Transition Support

4.4 Subject to eligibility and compliance with assigned MELs, transition support may include CAF health care, social support from the military community such as the Operational Stress Injury Social Support and the Soldier On programs, subsidized education and skills upgrading, and second career assistance, including preparation to meet public service priority hiring requirements or transfer to Non Public Funds (NPF) employment, as well as private sector employment.

4.5 The CAF will also facilitate transfer to the COATS or the Canadian Rangers for those Reg F and P Res members who are interested in continued CAF service and who are able to meet the respective entry requirements for the selected reserve sub-components. 

Complexity Assessment 

4.6 The criteria to determine the complexity of transition needs is based on the severity of the injury or illness, psycho-social factors, and functional limitations resulting from injury or illness.

4.7 The Canadian Forces Health Services (CFHS) Nurse Case Manager will coordinate a joint clinical review to determine if the CAF member’s transition needs are complex, using the following four pillars of assessment: biological, psychological, social, and health care system. If the assessment indicates high complexity, then an interdisciplinary team led by a CAF TC Services Manager will develop an Integrated Transition Plan (ITP) with the member.

Note - For members with a Permanent Medical Category (PCat) where one or more MELs breach U of S, an assessment of the member’s complex transition needs should be prepared in advance of the AR and disclosure process.

Integrated Transition Plan

4.8 Members with complex transition needs will have an ITP developed, in collaboration with an interdisciplinary team, which will outline the recommended amount of time the member will need to access recovery/treatment plans linked to complex medical needs and effectively participate in post release vocational training to seek civilian employment. A proposed date of release will be based on when the member’s recovery/treatment plans do not restrict engagement in the vocational/employment portion of the transition plan and provide sufficient time to maximize their preparedness to transition into to post-military life. The period of transition may be for a minimum of six (6) months to a maximum of three (3) years. In cases where based on the prognosis of the severity of the members’ complex transition needs, the interdisciplinary team determines their ability to engage in vocational/employment opportunities cannot be met within a three year period, the proposed period of transition will then be determined on when the member can safely transition to the public health care system with minimal or no disruption to the existing recovery/treatment plans.

4.9 ITP Process. The process to develop and receive approval for a period of transition prior to release based on an ITP recommendation, includes the following phases:

1. preparation;
2. ITP board convenes and discussion between collaborating service partners;
3. CAF TU CO review; 
4. debrief of supported member;
5. transmission to CAF Transition Group (CAF TG) Headquarters for review; and
6. adjudication of AR-MEL confirming breach of U of S and release from the CAF by Director Military Careers Administration (DMCA).

Date of Release

4.10 If the member already has a DOR, the ITP recommendation will be based on consideration of the existing DOR and if that date will meet the member’s transition needs. ITPs may be adjusted to accommodate a change in circumstances during the member’s existing transition period. The DOR could be adjusted by release authority based on the circumstances.

Posting, Transfer or Temporary assignment to the CAF Transition Group during a Period of Transition

4.11 CAF members with an approved period of transition of more than six months are to be posted or temporarily assigned/transferred to the nearest CAF TC for the remainder of their CAF career to focus on their transition preparations and complex needs. For CAF members not posted or transferred to CAF TG at the time of the AR-MEL decision, the current unit CO is responsible to initiate the form DND 2794 – Request for Posting to CAF TG – (Regular Force Supported Member) or the form DND 4452 – Reserve Force Members (Temporarily Assigned/Transfer to CAF TG), upon receipt of the DMCA release decision.