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Canadian Armed Forces Military Personnel Instruction 03/24 – Interim Reconstitution Employment Measure

Table of Contents

  1. Identification
  2. Policy Direction
  3. Career Implications
  4. Process
  5. Reporting and Tracking
  6. Responsibilities
  7. References

   

Chef of Military Personnel Crest

1. Identification

Date of Issue: 2024-08-08

Effective Date: 2025-04-02

Date of Modification: 2025-03-28

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

Approval Authority: Chief of Military Personnel (CMP)

Enquiries: Administrative Response Centre (ARC)

2. Policy Direction

Context

2.1 The CAF recognizes the need to exert every effort to support CAF Reconstitution. The chronic shortages the CAF continues to experience in its ranks warrants CAF leadership taking measures to continue to deliver strategic effects for Canada. One measure is an Interim Reconstitution Employment Measure (IREM) that will enable the temporary employment of trained CAF members who permanently do not meet the minimum operational standards of Universality of Service (U of S) at a time when the CAF has critically low effective strength and depleted experience. The IREM is an extraordinary measure that is exceptional, narrowly defined and clearly connected to the need to retain operational effectiveness while the CAF reconstitutes. While it will assist the CAF in filling specific positions as the CAF reconstitutes, IREM’s implementation will require flexibility across the CAF.

Purpose

2.2 This instruction is to provide direction to CAF leadership and CAF members for the implementation of the IREM. This measure will be in effect during reconstitution until the CAF’s goals are attained (as per the CDS/DM Directive for CAF Reconstitution) or unless otherwise directed by the Minister of National Defence (MND).

2.3 Under the auspices of CAF Reconstitution, the IREM will allow CAF members who have been assigned permanent medical employment limitations (MEL) that do not meet the minimum operational standards of U of S to temporarily continue to serve the needs of the CAF, subject to prescribed conditions.

Policy Statement

2.4 The Defence Team will reconstitute the CAF to ensure its ability to deliver strategic effects directed by the Government of Canada, now and into the future. The IREM will allow for the temporary, continued employment of CAF members who have been assigned permanent MELs and permanently do not meet the minimum operational standards of U of S. The IREM is not an individual entitlement and is subject to CAF requirements. The IREM is an exceptional measure that is applied as narrowly as feasible.

Policy procedures

2.5 The IREM eligibility conditions are:

  1. The CAF member must be Reg F or P Res;
  2. The CAF member must have reached occupational functional point (OFP) in their currently assigned occupation;
  3. The CAF member can perform military duties at an assigned workplace except those identified as employment limitations, for a daily duration normally expected from a Reg F or P Res member;
  4. The CAF member must have a valid terms of service (TOS) for continued employment. There may be a requirement to renew TOS. The IREM will not extend beyond the compulsory retirement age 60 (CRA 60);
  5. There is a critical shortage in the CAF member’s occupation, or the Commanding Officer (CO) identifies a requirement for a specific skill set;
  6. CAF members must maintain an expected standard of conduct and performance that will not lead to an earlier or immediate release; and
  7. The IREM must be recommended by the CAF member’s CO.

3. Career Implications

General

3.1 The IREM career implications are:

  1. The Reg F members will remain subject to postings to meet the needs of the CAF or to be gainfully employed;
  2. CAF members serving on an IREM will not be eligible for career courses;
  3. CAF members serving on IREM will not be eligible for promotions;
  4. Upon medical release, a CAF member is only eligible to be considered for a sub-component transfer to the Canadian Rangers (CR) or the Cadet Organizations Administration and Training Service (COATS);
  5. Remote work, applicable only to Reg F members, will be in accordance with CAFMPI 01/22, Changing a Place of Duty and the Use of Postings to Enable Remote Work Options;
  6. Members will remain subject to all CAF applicable regulations, policies, orders, instructions, and directives;
  7. While on an IREM, CAF members will not be required to complete the FORCE Evaluation or the CMTFE; and
  8. While on an IREM, CAF members will receive a Performance Appraisal Report (PAR) that rates performance only as described in CAFMPI 01/23, Performance and Competency Evaluation (PaCE).

4. Process

General

4.1 The IREM period details are:

  1. The IREM will be approved for up to a three-year period;
  2. The Director Military Careers Administration (DMCA) will approve the request on a case-by-case basis;
  3. At any time, a member can request to end an approved IREM and elect to be released;
  4. CAF members eligible for medical release may request to participate in the Vocational Rehabilitation Program for Serving Members (VRPSM), in accordance with CANFORGEN 151/07, Interim Policy – Voc Rehab Program for Serving Members (VRPSM). VRPSM must be completed during the IREM period.
  5. COs are responsible to ensure gainful employment (for a daily duration normally expected from a Reg F or P Res member) by verifying all conditions are met and to re-assess when a new MEL is assigned, or when circumstances change. If a member no longer meets the conditions noted at paragraph 2.5, the CO must recommend to the DMCA to cease the IREM; and
  6. CAF members serving under an IREM will continue to receive applicable compensation and benefits.

4.2 Eligible CAF members who meet the conditions as stated in paragraph 2.5 may request an IREM within the conditions outlined above, otherwise they will continue with their transition to civilian life. Temporary, continued employment will be approved based on the CAF’s needs.

5. Reporting and Tracking

General

5.1 DMCA will maintain a database using an internal mechanism to record all Administrative Review/Medical Employment Limitations (AR/MEL) decisions received and all requests and decisions for an IREM.

6. Responsibilities

Responsibilities Table

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

The... has or have the responsibility to...
Director Military Careers Administration (DMCA)
  • Record DND 4345-E, Medical Employment Limitations for Administrative Review received from Director Medical Policy (D Med Pol);
  • Inform the CO upon receipt of member’s AR/MEL decision and the possibility of continued employment under an IREM;
  • Contact D Mil C, DSA, or DGMC to confirm available position within the member’s AR/MEL;
  • Administer the member’s file during the period of an IREM; and
  • Terminate the IREM upon completion of employment.
Canadian Armed Forces (CAF) members
  • Submit written request for an IREM to the Chain of Command (CoC); and
  • Submit written request to terminate an IREM to the CoC.
L1 advisors, Commanders of Commands and Commanding Officers (COs)
  • Brief the member on the conditions of an IREM;
  • Recommend or deny the member’s IREM request based upon their eligibility;
  • Review the member's eligibility whenever there is a change in a member's ability to meet the conditions in para 2.5; and
  • Approve VRPSM, if applicable.
Director Military Careers (D Mil C), Director Senior Appointments (DSA) or Director General Military Careers (DGMC)
  • Provide DMCA the information requested on an available position for an occupation experiencing critical shortage, for a member requesting an IREM.
Director General Military Transition (DGMT)
  • Assist and support members serving under an IREM with the VRPSM.

7. References

Acts, Regulations, Central Agency Policies and Associated DAOD

Other References

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