DAOD 5005-0, Civilian Human Resources Management

Table of Contents

  1. Introduction
  2. Policy Direction
  3. Authority
  4. References

1. Introduction

Date of Issue: 2003-02-28

Application: This is a directive that applies to employees of the Department of National Defence (DND) and an order that applies to officers and non-commissioned members of the Canadian Armed Forces (CAF members) who act as managers of DND employees.


Approval Authority: This DAOD is issued under the authority of the Assistant Deputy Minister (Human Resources - Civilian) (ADM(HR - Civ)).

Enquiries: ADM(HR - Civ) Chief of Staff (COS)

2. Policy Direction


2.1 Accountability for civilian human resources management is shared among ADM(HR - Civ) and other senior managers as set out in the Defence Plan On-Line, managers and supervisors.

2.2 Organizations to whom the Deputy Minister has sub-delegated civilian human resources authorities (e.g., Special Operating Agencies) are governed by the terms and conditions of their specific delegation instrument and accountability agreement.

Policy Statement

2.3 The DND and the CAF are committed to:

  1. a cohesive, coherent, integrated and client-service-oriented approach to civilian human resources management; and
  2. a consistent application of civilian human resources functions.


2.4 The DND and the CAF shall ensure the following:

  1. the alignment of civilian human resources management plans, policies and programs with departmental priorities and operational needs;
  2. a governance structure that defines civilian human resources management roles, responsibilities and accountabilities in DND and the CAF;
  3. functional direction that informs senior managers in the execution of their civilian human resources management responsibilities;
  4. coordination mechanisms to ensure appropriate planning and execution of policies and programs;
  5. communication mechanisms to promote full consultation on a wide range of civilian human resources management issues to be responsive to the requirements of senior managers and maintain positive labour-management and employee relations; and
  6. the measurement of DND and CAF performance in civilian human resources management.

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3. Authority

Authority Table

3.1 The following table identifies the authorities for civilian human resources management:

The ... has/have the authority to ...

ADM(HR - Civ)

  • oversee a consistent, cohesive, coherent and integrated approach to civilian human resources management in the DND and the CAF;
  • issue civilian human resource policies and programs;
  • oversee a departmental performance measurement framework for civilian human resources management and report on the progress against key measures and indicators;
  • oversee corporate civilian human resources programs and human resource services;
  • maintain and promote effective relations at the national level, and across regions, with other government departments, central agencies and bargaining agents;
  • oversee the ADM(HR - Civ) civilian human resources community;
  • authorize certain types of specialized and significant human resources actions; and
  • prescribe the conditions under which delegations may occur, recommend extensions of delegations within DND and the CAF, monitor the exercise of delegated authorities and ensure compliance with human resources requirements.

ADM(HR - Civ ) in conjunction with the Assistant Deputy Minister (Human Resources - Military) (ADM(HR - Mil))


  • official languages;
  • conflict management;
  • the Human Resources Management System (People Soft);
  • joint projects such as the Defence Learning Network; and
  • harmonization of efforts in supporting the human resources strategic direction for DND and the CAF.

senior managers

direct the management of their human resources to meet their business needs in accordance with delegated authority and ADM(HR - Civ) functional direction.

4. References

Acts, Regulations, Central Agency Policies and Policy DAOD

Other References

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