Language selection

Government of Canada / Gouvernement du Canada

Search

DAOD 5002-5, Canadian Forces Personnel Selection

Table of Contents

  1. Identification
  2. CAF Personnel Selection System
  3. CAF Selection Model
  4. Technical Selection Network
  5. Responsibilities
  6. References

1. Idenification

Date of Issue: 2011-07-18

Application: This DAOD is an order that applies to officers and non-commissioned members (NCM) of the Canadian Armed Forces (CAF members).

Supersession: CF Military Personnel Instructions 01/03, Personnel Selection Officers

Approval Authority: Chief of Military Personnel (CMP)

Enquiries: Director Personnel Generation Requirements (DPGR)

2. CF Personnel Selection System

Context

2.1 The CF Personnel Selection System (CFPSS) is an essential component of the military personnel management system. The CFPSS consists of a set of personnel selection elements, including the CF Selection Model (CFSM), scientific research, policies, directives, and recruiting and in-service selection production processes. The CFPSS reflects progressive concepts based on research and best practices in industrial and organizational psychology. The CFPSS is continuously monitored and reviewed, and may be modified as a result of selection research and analysis.

2.2 As the CFPSS is decentralized, it allows for lower cost in the performance of personnel selection functions, but requires a network of DND employees and CAF members normally employed exclusively in positions to support its functions and to ensure transparency and equity in its application.

2.3 The CFPSS is supported by a selection research programme that ensures that the CFPSS is valid, reliable, legally defensible and compliant with professional and ethical standards.

Purpose

2.4 The CFPSS:

  1. assists in the selection of the best candidates to meet force structure requirements;
  2. ensures optimal employment fit of a candidate within the target environment and military occupation;
  3. contributes to the satisfaction of the career aspirations of individual CAF members; and
  4. enhances the organizational effectiveness of the CAF.

CFPSS Application

2.5 The CFPSS is applied for the purpose of selecting applicants and CAF members for:

  1. basic military training;
  2. basic military occupation training;
  3. initial employment;
  4. advanced training and subsidized education;
  5. occupation and component or sub-component transfer;
  6. promotion and commissioning; and
  7. special military employment.

2.6 The selection of applicants and CAF members under the CFPSS requires:

  1. a job analysis process to identify the knowledge, skills, abilities and other characteristics required for successful performance in basic military training, military occupation training, advanced training and special military employment; and
  2. the application of selection tests, measures and evaluation methods developed from the job analysis process.

Personnel Selection Authorities

2.7 The following table identifies the authorities associated with personnel selection:

The … is the …
CMP functional authority for personnel selection.
Director General Military Personnel Research and Analysis (DGMPRA) scientific authority for personnel selection research.
DPGR policy authority for personnel selection development, advice and support.
DPGR 4 technical authority for the personnel selection process and practice.

Top of Page

3. CF Selection Model

General

3.1 The CFSM:

  1. is comprised of elements that are recognized in selection research as strong predictors of success in military training, work performance and special military employment; and
  2. provides empirical support for the use and development of selection procedures.

3.2 Applicants and CAF members are selected using tests, measures and procedures that are research evidence-based.

CFSM Management

3.3 The DPGR 4 shall:

  1. develop, maintain and control the application of the CFSM, including the conduct of audits; and
  2. assess the requirement for, and issue, directives that are research evidence-based, to ensure the effectiveness of the CFSM for recruiting and in-service selection (see the DPGR intranet site for applicable DPGR 4 directives).

3.4 The following table sets out elements of the CFSM:

Element Purpose
General cognitive ability testing General cognitive ability is measured by the CF Aptitude Test (CFAT). The CFAT is a timed test composed of multiple items that measure verbal skills, spatial ability and problem-solving.

The CFAT result is a factor used to determine eligibility for the CAF and military occupations.
Personality testing Personality testing measures and describes the traits of a person. Personality testing results are used to ensure that the applicant or CAF member possesses the traits required to succeed in the CAF, in a targeted military occupation, on advanced training or in special military employment.
Person-job fit measure

Person-job fit refers to the match between a person and a job. Person-job fit can be measured with, but is not limited to, any combination of the following factors that are related to predicting the success of the applicant or CAF member within the target environment and military occupation:

  • skills;
  • experiences;
  • education;
  • training;
  • occupation knowledge;
  • motivation; and
  • biographical data (also referred to as "biodata").
Selection methodologies

Selection methodologies implemented to assess components of the CFSM vary and may include:

  • psychological testing, administered by paper and pencil or electronic technologies, that measure knowledge, skills, abilities and aptitudes;
  • interviews;
  • situational exercises, which may include role plays; and
  • the assessment centre method.
Other psychological testing and measures Other psychological testing and measures to assess knowledge, skills, abilities and other characteristics, as identified by the job analysis process.

Assessment Centre Method

3.5 The assessment centre method is a standardized selection procedure using multiple selection methodologies and trained assessors to evaluate candidates for a military occupation, advanced training or special military employment.

3.6 The assessment centre method:

  1. may vary in length but normally lasts no more than three days; and
  2. is implemented by career field and occupation authorities (see CF Military Personnel Instructions 02/07, Authority and Management Framework – Military Employment Structure (MES)).

3.7 Career field and occupation authorities shall:

  1. obtain the permission of the DPGR 4 on each occasion to develop or implement the assessment centre method;
  2. be responsible for the application of selection methodologies, assessors, assessor training, working conditions and schedules;
  3. provide resources and equipment to support the assessment centre method; and
  4. evaluate, upon completion of the use of the assessment centre method, the effectiveness of the method and provide the DPGR 4 with feedback.

3.8 The DPGR 4 shall collaborate with the DGMPRA and career field and occupation authorities, and provide oversight on the implementation of the assessment centre method.

Management and Control of Psychological Testing

3.9 The DPGR 4 shall:

  1. manage and control the psychological test materials used for the purpose of selection; and
  2. issue directives to those persons applying the CFSM that include, as a minimum, procedures for:
    1. procuring testing materials;
    2. securing testing materials;
    3. ensuring accountability;
    4. maintaining quality control;
    5. protecting testing information and results;
    6. reproducing testing materials;
    7. destroying testing materials; and
    8. attaining testing certification.

Selection Research and Application

3.10 Selection research that may affect the CFSM, including the validation of selection tests, methods or cut-off scores, shall be conducted by DGMPRA on behalf of the CMP, career field and occupation authorities, and other level one advisors.

3.11 The DGMPRA shall:

  1. plan, coordinate, conduct and provide analysis on selection research, including, but not limited to:
    2. analyses to ensure the validity and reliability of the CFSM and individual selection tests and measures using data from military occupation training at training establishments; and
    3. the conduct of psychological testing and military occupation standard maintenance, including norming, validation and item analyses;
  2. identify, design and trial selection testing, measures and procedures for recruiting and in-service selection in conjunction with the DPGR, Canadian Forces Recruiting Group (CFRG), Director General Military Careers (DGMC) and environmental chiefs of staff;
  3. conduct strategic research to identify new technologies, methodologies and psychological constructs that could improve selection decisions;
  4. determine, upon request by CAF stakeholders (e.g. environmental chiefs of staff, other level one advisors, career field and occupation authorities, and level two advisors), if selection strategies are an effective means of solving identified personnel problems related to issues such as training or attrition; and
  5. forward all selection research recommendations and reports to the Director General Military Personnel (DGMP) for action and to the DPGR 4 for information.

3.12 On receipt of selection research recommendations and reports, the DGMP shall:

  1. review the research recommendations and reports;
  2. evaluate the impact of the research recommendations on selection in the context of the broader military personnel management system requirements;
  3. authorize and implement appropriate changes to improve the CFPSS, including the CFSM; and
  4. establish or amend policies and related directives.

Top of Page

4. Technical Selection Network

Overview

4.1 During the application of the CFSM, issues or questions may arise that require clarification or direction. The technical selection network advises and supports those persons applying the CFSM on technical selection matters such as selection processing, testing, measures, assessment, standards and directives.

Reporting Structure

4.2 For the purposes of the technical selection network, the following table identifies the reporting structure for persons applying the CFSM:

On technical selection matters … is accountable and reports to …
  • an area, formation, brigade, base or wing personnel selection officer (PSO); or
  • a unit PSO not at a recruiting centre (e.g. a PSO for the Joint Task Force 2 or Canadian Special Operations Regiment)
  • the area PSO for the brigade and base PSOs under the command of the Chief of the Land Staff; or
  • the command PSO for the:
    • unit PSOs under the command of the Chief of the Land Staff;
    • formation, base and wing PSOs under the command of the Chief of the Maritime Staff or Chief of the Air Staff; and
    • unit PSOs under the command of the Commander Canadian Special Operations Forces Command.
  • a special employment unit PSO (e.g. Conduct After Capture Unit, National Training Centre and CF Provost Marshal)
  • the DPGR 4.
  • an area PSO
  • the Command PSO for the Chief of the Land Staff.
  • a command PSO
  • the DPGR 4.
  • DGMC – Staff Officer In-Service Selection
  • the DGMC on transfer, promotion and career issues; and
  • the DPGR 4 on all other selection issues.
a training establishment PSO (e.g. a PSO for the Canadian Forces Leadership and Recruit School, Canadian Forces Training Development Centre or Canadian Forces Support Training Group)
  • the DPGR 4.
  • a CFRG Headquarters PSO
  • the Commander CFRG on recruiting issues; and
  • the DPGR 4 on all selection issues.
  • a unit PSO at a recruiting centre
  • the CFRG Headquarters standards PSO.
  • a military career counsellor, recruiter or recruiting clerk
  • the unit PSO at the recruiting centre.

Top of Page

5. Responsibilities

Responsibility Table

5.1 The following table identifies the responsibilities associated with this DAOD:

The … is or are responsible for …
DPGR
  • issuing recruiting and selection policy;
  • establishing military occupation entry standards in conjunction with career field and occupation authorities and advisors;
  • reviewing and approving waivers to the military occupation entry standards in support of enrolment and in-service selection requirements;
  • developing and maintaining the officer and NCM general specifications; and
  • developing and maintaining military occupation specifications.
DGMC – Staff Officer In-Service Selection
  • applying selection policies established by the DPGR 4;
  • adapting selection procedures, authorized by the DPGR 4, to meet in-service selection processing requirements;
  • providing technical selection guidance to formation, base and wing PSOs;
  • identifying and coordinating selection research in conjunction with the DGMPRA and the DPGR 4;
  • conducting selection boards in accordance with the CFSM; and
  • advising the DGMC and staff on selection policies and related technical issues.
CFRG Headquarters standards PSO
  • issuing and monitoring standards, specifically, for:
    • recruiting and selection practices, report writing and scoring procedures in recruiting centres and detachments; and
    • ensuring quality control of CFAT testing and security at recruiting centres and detachments;
  • conducting standards visits with unit PSOs to ensure that appropriate selection tests, measures, reports and procedures are in compliance with CFRG recruiting directives and other directives issued by the DPGR 4; and
  • providing technical selection guidance and oversight to recruiting centre PSOs.
CFRG Headquarters knowledge management PSO
  • facilitating the implementation of knowledge management, specifically:
    • promulgating and applying recruiting and selection policies issued by the DPGR;
    • adapting selection procedures, authorized by the DPGR 4, to meet recruiting processing requirements; and
    • identifying and coordinating selection research in conjunction with the DGMPRA and the DPGR 4; and
  • advising the Commander CFRG and staff on recruiting and selection policies and related technical issues.
area or command PSO
  • providing guidance, supervision and oversight to formation, brigade, base and wing PSOs on selection policies and procedures;
  • overseeing the conduct of assessment centres within their area or command (e.g. the Naval Officer Assessment Board and Pilot Assessment Centre);
  • ensuring the standardization of selection practices, and report writing and scoring procedures, within their area or command;
  • coordinating area- or command-specific selection research with the DGMPRA and implementing it in conjunction with the DPGR 4;
  • assisting the DPGR 4 with the implementation of new selection policies within their area or command; and
  • conducting annual staff assistance visits with formation, brigade, base and wing PSOs to ensure that appropriate selection tests, measures, reports and procedures are in compliance with directives issued by the DPGR 4.
PSOs
  • complying with DPGR selection directives.

6. References

Acts, Regulations, Central Agency Policies and Policy DAOD

Other References

Page details

Date modified: