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DAOD 5031-1, Canadian Armed Forces Recognition of Prior Learning and Experience

Table of Contents

  1. Introduction
  2. Definitions
  3. Abbreviations
  4. Overview
  5. Process for Granting an Equivalencies on Enrolment
  6. Process for Granting an Equivalency for Canadian Armed Forces members
  7. Compliance and Consequences
  8. Responsibilities
  9. References

1. Introduction

Date of Issue: 1999-07-05

Date of Last Modification: 2025-12-17

Date of Last Review: 2025-12-17

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

Approval Authority: Chief of Military Personnel (CMP)

Enquiries: Administrative Response Centre (ARC)

2. Definitions

civilian trade-qualified applicant (candidat possédant une qualification professionnelle civile)

In relation to the Military Occupation List, a semi-skilled civilian applicant who possesses technical, vocational or professional civilian credentials that qualifies them to an advanced occupational level. (Defence Terminology Bank record number 697249)

equivalency (équivalence)

The recognition by the CAF of training, education or experience.

Note – An equivalency to a national qualification may be partial or full. (Defence Terminology Bank record number 43063)

military occupation list (liste des groupes professionnels militaires)

The document in which CAF occupation authorities identify incentives for individuals applying for an eligible occupation. (Defence Terminology Bank record number 697272)

military occupation qualified applicant (candidat qualifié dans un groupe professionnel militaire)

In relation to the Military Occupation List, a skilled applicant who has attained the occupational functional point for a specific occupation, qualifying them for immediate employment.

Note – A skilled applicant includes CAF members undergoing a component transfer or former military members. (Defence Terminology Bank record number 697273)

performance objective (objectif de rendement)

In individual training and education, a statement of the job performance standards to be met and the conditions under which they are performed.

Note – POs are defined in the qualification standard. (Defence Terminology Bank record number 23089)

post-secondary diploma/certificate applicant (candidat possédant un diplôme/certificat d’études postsecondaires)

In relation to the Military Occupation List, a semi-skilled civilian applicant who possesses a diploma or certificate issued by a Canadian post-secondary institution in an area that closely corresponds to a majority of the initial military occupation training. (Defence Terminology Bank record number 697276)

prior learning assessment and recognition (évaluation et reconnaissance des acquis)

The process of evaluating an individual’s prior training, education and experience to grant a certification or a full or partial national qualification. (Defence Terminology Bank record number 695076)

national qualification (qualification nationale)

A qualification linked to Military Employment Structure specification requirements.
Note: Under the authority of Chief of Military Personnel, each NQual is assigned a four-letter code. (Defense Terminology Bank number 47862)

qualification standard (norme de qualification)

An individual training and education control document that describes the standard of performance, for national qualification recognition, as derived from Military Employment Structure requirements.

Note – One or more national qualifications may be linked to a qualification standard. (Defence Terminology Bank number 43207)

recognition of prior learning and experience (reconnaissance des acquis)

A CAF framework for the management of equivalencies. (Defence Terminology Bank record number 697278)

semi-skilled applicant (candidat semi-qualifié)

A CAF member or civilian applicant who has prior recognized education, training or experience that aligns with a majority of initial or advanced military occupation training. (Defence Terminology Bank record number 697282)

skilled applicant (candidat qualifié)

A CAF member or civilian applicant who attained the occupational functional point for a Regular Force or Reserve Force occupation. (Defence Terminology Bank record number 697284)

3. Abbreviations

Abbreviation Complete word or phrase
BPSO (OSPB) Base Personnel Selection Officer
CAF 3E (FAC 3E) Canadian Armed Forces Education-Experience-Equivalency
CBI (DRAS) Compensation and Benefits Instructions
CFRC (CRFC) Canadian Forces Recruiting Centre
CFRG (GRFC) Canadian Forces Recruiting Group
CFRIMS (SGIRFC) Canadian Forces Recruiting Information Management System
CMOT (TOGPM) compulsory military occupation transfer
CMP (CPM) Chief of Military Personnel
CT (MEC) component transfer
DMCPG (DPGCM) Director Military Career Policy and Grievances
DTA (RDF) Designated Training Authority 
HQ (QG) headquarters
IT&E FCoE (CEF en II et E) functional centre of expertise in individual instruction and education
IT&E (II et E) individual training & education
MOL (LGPM) Military Occupation List
MOT (TGPM) military occupation transfer
NCM (MR) non-commissioned member
NCMSTEP (PIES-MR) Non-Commissioned Member Subsidized Training and Education Plan
NQUAL (Qual N) National qualification
OA (AGPM) occupation authority
OFP (NPC) occupational functional point
PIRA (ÉSIR) pay increment and recruitment allowances
PLAR (ÉRA) prior learning assessment and recognition
PO (OREN) performance objective
PSI (ÉEPS) post-secondary institution
QS (NORQUAL) qualification standard
Reg F (F rég) Regular Force
RPL&E (RA) recognition of prior learning and experience
TA (RF) training authority
TASM (GSRF) training authority system management
TCP (ACA) Time Credit for Promotion
TE (ÉF) training establishment
VMOT (TVGPM) voluntary military occupation transfer

4. Overview

Context

4.1 For personnel to be effective in the performance of their duties and tasks, they require a range of organizational and functional (occupation specific) competencies that are most often gained via formal CAF training and education. CAF training and education assures that personnel are provided with the essential knowledge, skills and attitudes to perform their assigned tasks and missions. As training and education requires significant expenditure of resources, if possible and appropriate, formal recognition of prior learning that aligns with organizational needs must be leveraged when recruiting and retaining personnel.

4.2 In a complex and competitive labour market, leveraging and recognizing prior learning to its fullest extent is a fundamental aspect of attracting and retaining CAF members. As such, the Canadian Armed Forces Professional Development System guiding principles support the RPL&E in seeking alternative pathways to attaining the skills, knowledge and attitudes articulated in each Developmental Period.

4.3 The CAF must leverage RPL&E to:

  1. reduce the amount of time required for CAF training and education;
  2. reduce the cost to the CAF associated with obtaining NQuals;
  3. encourage the personal and professional development of CAF members; and
  4. contribute to the achievement of institutional goals by diversifying CAF members’ educational experience, supporting openness and enhancing inclusivity.

Recognition of Prior Learning Experience

4.4 The aim of CAF RPL&E is to recognize non-CAF or CAF prior learning and experience to facilitate the recruitment of skilled and semi-skilled personnel, enable personnel to bypass unnecessary and redundant training, optimize the expenditure of CAF resources and increase attraction and retention. RPL&E can result in:

  1. granting a partial or full equivalency for a military qualification against a prescribed standard; and
  2. on enrolment, incentivizing the acquisition of a degree, post-secondary certificate or diploma, or civilian trade qualification to bypass some or all of military training in order to obtain a qualification.

4.5 RPL&E is available to both applicants on enrolment to the CAF and serving CAF members. The mechanism used to apply the RPL&E framework to obtain an equivalency is the PLAR. There are two groups who may seek an equivalency:

  1. for persons seeking enrolment in the CAF (PLAR-in), an equivalency may be offered for applicants with:
    1. non-CAF previous education, experience or both;
    2. foreign military service;
    3. foreign education, credentials or both; and
    4. prior CAF service;
  2. for CAF members (PLAR-serving), an equivalency may be offered:
    1. for various courses taken outside Canada acquired while in service (e.g., North Atlantic Treaty Organization courses);
    2. for education undertaken by service members or experience acquired using their own means (e.g., specialized training, bachelor’s or master’s degrees, etc.); or
    3. when undergoing a CT or MOT, in recognition of previously acquired military qualifications, experience, specialized education or training related to the targeted occupation for CT or MOT.

 

Prior Learning Assessment and Recognition

4.6 The PLAR process is used by the CAF to assess an individual’s prior learning and experience. This assessment may result in the awarding of a partial or full equivalency of NQuals.

4.7 The following are the two types of assessment methodologies:

  1. challenge process is a method of assessment that:
    1. is developed and evaluated by subject matter experts, to measure learning achievements of an individual against the POs from the QS or against the performance requirements within the applicable specification if there is no QS for a NQual; and
    2. measures demonstrated learning through a variety of evaluation methods that may include practical evaluations, interviews or other evaluation tools for the purpose of awarding a partial or full equivalency and enabling the individual to bypass some or all of the training; and
  2. portfolio assessment is a method of assessment that:
    1. involves the evaluation of an organized collection of documents developed by a PLAR applicant;
    2. records learning achievements and documented experience; and
    3. aligns learning achievements and documented experience to the POs of the targeted NQual.

Note – Both types of PLAR methodologies can be used in combination in a PLAR request as determined by the TA or DTA.

4.8 The following general principles should be adhered to when conducting PLARs:

  1. the assessments must be performed without discrimination because of race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, genetic characteristics, disability and conviction for an offence for which a pardon has been granted or in respect of which a record suspension has been ordered;
  2. the assessors must be free from conflicts of interest, and recuse themselves from cases if there is a possible appearance of conflict of interest;
  3. the assessors must undertake bias training to mitigate potential personal and institutional biases in order to support inclusion and diversity;
  4. the PLARs should be completed as expeditiously as possible;
  5. holders of international academic credentials must be made aware of the Canadian academic credential assessment services;
  6. the PLAR procedures must be consistent, clear, rational and reliable to ensure that all applicants and CAF members receive fair treatment;
  7. the procedures used for PLAR must be periodically reviewed to improve clarity and streamline the process when possible;
  8. the process digitization should be maximized to ensure effectiveness and efficiency of PLAR processing; and
  9. the assessment methodologies must be equally accessible by all individuals and must be implemented to ensure accommodation as required and in accordance with applicable Canadian law.

PLAR Process

4.9 The following describes the major components of the PLAR process:

  1. Initiation, when:
    1. an applicant recognizes there are possible qualifications for which they may be eligible for an equivalency; and
    2. the parent unit provides assistance to the applicant in submitting a PLAR request and supporting documentation;
  2. self-assessment, when an applicant evaluates achievements in relation to the qualification being sought;
  3. assessment, when the PLAR file is submitted to the appropriate level of authority for each qualification sought and the authority:
    1. liaises with the applicable agency to assist with the assessment; and
    2. decides to grant the equivalency or not in accordance with their PLAR process;
  4. CAF IT&E System Integration, when:
    1. the decisions must be communicated to the applicant, the CFRG, the parent unit, the career manager or any other relevant organization;
    2. the CAF member qualifications are recorded in the official system of record; and
    3. the TA or DTA must have a plan to address training gaps and integrate CAF members that are considered semi-skilled.  

Equivalency

4.10 The result of the PLAR process is the decision on whether an equivalency for a full or partial NQual is granted or not. This is the formal acknowledgment that prior learning is equivalent to the current NQual.

5. Process for Granting an Equivalency on Enrolment

Requesting a PLAR on enrolment (PLAR-in)

5.1 A PLAR is conducted when the prior learning of an applicant seeking enrolment in the CAF, including applicants with previous foreign service or foreign education credentials, could result in the granting of a CAF equivalency.

5.2 A PLAR for a CAF applicant will be requested by a CFRC on their behalf. Incentive options are available through the MOL.

MOL Management

5.3 On enrolment, incentives are offered for granting an equivalency to CAF applicants as follows:

  1. with a view to enable graduates of post-secondary institutions to bypass the majority of the initial or advanced training needed to reach OFP; and that have previously attained OFP in the target occupation.

5.4 The MOL outlines the list of incentives offered to CAF applicants on enrolment or CAF members on transfer, and contains the following sections:

  1. PIRA MOL which contains the following lists:
    1. Pay increments and other incentives including rank and pay increment on enrolment, TCP and military training that will be bypassed for CAF applicants or members deemed to be skilled or semi-skilled; and
    2. recruitment allowances, which are amounts paid in one or more lump sums to eligible individuals enrolling in understrength military occupations. Applicant categories, associated with different recruitment allowances, include:
      1. Post-Secondary Diploma/Certificate,
      2. Civilian Trade Qualified; or
      3. Military Occupation Qualified; and
  2. NCMSTEP MOL which contains the following lists:
    1. NCM military occupations for subsidized training or education;
    2. applicable post-secondary training and educational institutions and authorized courses of study, through which NCMs may receive subsidized training or education; and
    3. career profiles which outline the early career progression for those military occupations.

5.5 The MOL is reviewed annually to assess its continuing relevance and adherence to policy. MOL-related information is stored in the CAF 3E Portal.

Note: The MOL contains an extensive list of pre-approved incentives, thereby enabling CFRG HQ and DMCPG in the provision of enrolment or transfer offers. The MOL is to be consulted prior to the initiation of a PLAR to determine whether a full or partial equivalency can be automatically granted to the applicant. Cases may arise where an applicant’s prior learning and experience do not fully align with what is included on the MOL but appears to be of potential military value. For cases not explicitly stated on the MOL, the PLAR process detailed at para 5.6 applies.

5.6 The following table outlines the PLAR request process for an applicant seeking enrolment in the CAF: 

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Step Who does it? What happens?
1 CFRC
  • identifies requirement for a PLAR for the applicant;
  • identifies possible equivalent PSI programs for incentives or NCMSTEP by searching the MOL;
  • determines the authority to conduct a PLAR based on an existing directive or policy; and
  • requests supporting documentation from applicants as required.
2 CFRG HQ
  • determines if authority exists to conduct a PLAR based on an existing directive or policy;
  • if delegated the authority to do so, conducts in-house PLARs for an equivalency listed in existing policy or directives; and
  • if not delegated authority to conduct PLARs, forwards PLAR files and supporting documentation to TA or DTA for assessment.
3 Applicant
  • if the applicant has foreign military service, provides supporting documentation with PLAR request; and
  • if the applicant has foreign education credentials granted by an accredited or recognized academic institution in a NATO or Five Eyes country (including Australia and New Zealand) that meets the World Higher Education Database criteria, and can provide an official translation of original transcripts and diplomas in one of the two official languages in cases where these documents were produced in another language, an Educational Credential Assessment is not required. If these criteria are not met, the applicant provides results of an Education Credential Assessment, conducted by one of the approved providers listed in the Pan-Canadian Quality Assurance Framework for the Assessment of International Academic Credentials, to the CFRC along with any other documentation required to support the PLAR request.
4 TA, DTA or OA (if required)
  • decides to conduct PLAR process or delegates the PLAR file to the appropriate TE or IT&E FCoE for assessment.
5a TE or IT&E FCoE
  • assesses the PLAR file in accordance with the procedure established by TA or DTA.
5b TA, DTA or OA (if required)
  • conducts assessment of the PLAR file including those for applicants with foreign service or foreign education credentials.
6 TA, DTA, OA (if required), TE or IT&E FCoE
  • renders a decision on granting an equivalency or not and records the decision on the PLAR request form;
  • provides plan to complete any outstanding POs outlined in the targeted qualification’s QS, including occupational socialization to military culture and values; and
  • forwards results to CFRG HQ.
7 CFRG HQ
  • enters results of PLAR in the CFRIMS;
  • sends notification to the CFRC; and
  • tracks file until closure.
8 TA, DTA or OA (if required)
  • if PLAR requested is not supported and equivalency not granted, informs the applicant of the result through the CFRC and provides recommendations on the PLAR request form;
  • assists the applicant, through the CFRC, in actioning recommendations by providing additional supporting documentation (for example, on the PLAR request form), as required; and
  • records PLAR results for tracking and reporting.

6. Process for Granting an Equivalency for CAF Members

6.1 A PLAR may be requested by a CAF member:

  1. seeking an equivalency; or
  2. with assistance from DMCPG in the case of a CT or VMOT and CMOT.

6.2 A PLAR is normally conducted if the prior learning of a CAF member, including those on CT or VMOT and CMOT, could result in:

  1. a reduction or elimination of future training and education time for progression in the military occupation of a CAF member or in a military occupation to which the member is in the process of transferring; or
  2. a recognition of a qualification that is useful to future CAF activities, for example, non-occupation specialty skills.

PLAR Process (PLAR-serving)

6.3 The following table outlines the PLAR request process for a CAF member. There are three situations when CAF members might request a PLAR:

Step Who is Responsible with Associated Task A CAF Member Seeking an Equivalency A CAF Member Requesting a CT CAF Member Undergoing a VMOT or CMOT
1

CAF member

  • initiates PLAR request by completing the CAF PLAR request form or follows the TA, DTA or OA PLAR request process;
  • provides supporting documentation with PLAR request;
  • prepares to complete assessments (e.g., practical evaluations of performance, written tests, interviews, etc.) when challenge PLAR methodology is used; and
  • provides additional information as required.
 X X X
2

Parent unit:

  • provides guidance to CAF members, if required, assisting them to compile and submit a PLAR request;
  • verifies completeness of PLAR requests and supporting documentation; and
  • submits PLAR request form and supporting documentation to the TA or DTA for assessment.
 X X X
3

BPSO:

  • if required, as part of VMOT application or CMOT, advises members on determining viability of PLAR submission; and
  • advises members on compiling and submitting supporting documentation.
  

 

 X
4

TA, DTA or OA (if required):

  • decides to conduct PLAR process or delegate the PLAR file to the appropriate TE or IT&E FCoE for assessment.
 X X
If DMCPG is not authorized to conduct PLAR		 X
5

DMCPG:

  • conducts PLAR based on training matrix if provided by TA or DTA; and
  • as required, assists member requesting PLAR.
   X  
6

TA, DTA, OA (if required) or TE or IT&E FCoE:

  • processes the PLAR request in accordance with the procedure established by TA, DTA or OA;
  • conducts assessment of the PLAR file;
  • renders a decision on granting an equivalency or not and records the decision on the PLAR request form; and
  • provides plan to complete any outstanding POs outlined in the QS of the targeted qualification, as required.
 X X
If DMCPG is not authorized to conduct PLAR		 X
7

Appropriate level of authority for the sought qualification (TA, DTA, OA (if required) or TE or IT&E FCoE):

  • forwards file to OA for consideration in cases of CT or VMOT or CMOT to determine TCP, Pay Increment and rank, as required, with due consideration for past experience of the CAF member.
   X X
8a

Appropriate level of authority for the sought qualification (TA, DTA, OA (if required) or TE or IT&E FCoE):

If requested PLAR is supported, and equivalency granted:

  • ensures TASM or PLAR coordinator enters result in CAF system of record and informs parent unit; and
  • records PLAR results for tracking and reporting.
 X    
8b

Appropriate level of authority for the sought qualification (TA, DTA, OA (if required) or TE or IT&E FcoE):

If requested PLAR is supported, and equivalency granted:

  • ensures TASM or PLAR coordinator enters result in CAF system of record and informs parent unit and DMCPG with the following information:
    • level of employment (entry, intermediate or advanced or Developmental Period level);
    • equivalent Reg F qualification in the case of a CT from Primary Reserve to Reg F; and
    • any gap training required for employment; and
  • records PLAR results for tracking and reporting.
   X X
8c

Appropriate level of authority for the sought qualification (TA, DTA, OA (if required) or TE or IT&E FCoE):

If requested PLAR is not supported, and equivalency not granted:

  • informs the CAF member of the result through the parent unit and provides recommendations on PLAR request form;
  • assists the CAF member in actioning recommendations on PLAR request form (such as provision of additional supporting documentation); or
  • offers the possibility to resubmit PLAR file for a second review.
 X X X
9

DMCPG:

  • forwards offer to member considering PLAR results; and
  • generates Enrolment Transfer Posting message once the member accepts offer.
   X X

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7. Compliance and Consequences

Compliance

7.1 CAF members must comply with this DAOD. Should clarification of the policies or instructions set out in this DAOD be required, CAF members may seek direction through their chain of command. Military supervisors have the primary responsibility for and means of ensuring the compliance of CAF members with this DAOD.

Consequences of Non-Compliance

7.2 CAF members are accountable to their military supervisors for any failure to comply with the direction set out in this DAOD. Non-compliance with this DAOD may result in administrative or disciplinary action, or both, for a CAF member. Non-compliance may also result in the imposition of liability on the part of Her Majesty in right of Canada and CAF members.

8. Responsibilities

Responsibility Table

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

The, a or an … is or are responsible for…
Director General Military Personnel Generation 
  • providing direction and guidance on:
    • the integration of RPL&E across the military personnel generation system, to include but not limited to attraction, recruiting and training;
    • leveraging post-secondary institution programming as an alternative training delivery strategy;
    • the employment of CAF 3E processes and the MOL; and
    • the conduct of PLARs;
  • promoting maximum intake of semi-skilled and skilled applicants to the CAF; and
  • evaluating and reporting on RPL&E related processes and statistics (e.g., semi-skilled and skilled intake numbers, approved PSI programmes added to MOLs, PLAR processing times, PLARs processed, PLARs granted).
Director General Professional Development Strategic
  • reporting on PLAR completion rates provided by TAs and DTAs in the CAF IT&E Annual Report.
DPGR
  • maintaining policies related to RPL&E;
  • promoting maximum intake of semi-skilled and skilled applicants with CFRG, DMCPG and stakeholders;
  • tracking semi-skilled and skilled intake numbers by occupation and making the data available to military personnel management stakeholders within the DND and the CAF;
  • maintaining the MOLs for NCMSTEP and PIRA;
  • liaising with PSIs to promote CAF 3E and encourage recruitment of semi-skilled applicants;
  • preparing for submission to the CMP Recruitment Allowance changes for approval; and
  • preparing requests for inclusion of an occupation and PSI program in the MOL NCMSTEP and MOL Pay Increment for submission to CMP for approval.

TA and DTA
  • conducting PLARs;
  • supporting PLAR process;
  • reporting the results of PLARs to the parent unit and DMCPG for applicants undergoing CT or VMOT or CMOT;
  • directing its TASM or PLAR coordinator to enter into the CAF system of record any NQual granted to a CAF member;
  • managing employment of training strategies and directives to minimize unnecessary and redundant training for members who have been granted an equivalency;
  • planning for gap training identified in cases where a partial equivalency is granted;
  • creating and updating a PLAR request tracking system; and
  • facilitating the tracking of PLARs completion through Annual IT&E Reporting.
OA
  • promoting the use of PLAR when occupationally appropriate;
  • contributing to the intake of semi-skilled and skilled applicants;
  • on receipt of Annual MOL Review Call Letter, reviewing existing Recruitment Allowance entries on the MOL, and determining if occupations continue to meet criteria outlined in CBI 205.525, Recruiting Allowance;
  • determining other enrolment incentives (i.e., pay increments, rank on enrolment, TCP) that apply to skilled and semi-skilled applicants;
  • liaising with applicable TA or DTA representatives and DPGR as required to ensure annual amendments to the MOL for PIRA and the NCMSTEP are completed in accordance with the prescribed timelines;
  • confirming, in collaboration with TAs and DTAs, integration of semi-skilled applicants (i.e., determining how gaps in training must be addressed); and
  • performing a secondary review if the requesting member disagrees with the results of the PLAR or if the member felt discriminated against during the assessment process.
CFRG HQ (for CAF applicants)
  • if authorized to grant the qualification sought, entering qualification in the CFRIMS, and informing applicant through CFRC;
  • if not authorized to grant the qualification sought, forwarding PLAR request to appropriate TA or DTA;
  • verifying and ensuring the equivalency granted by the TA or DTA is entered in Human Resources Management System by the CFRG HQ, TASM or PLAR coordinator on enrolment; and
  • tracking numbers of semi-skilled applicants and enrollees.
CFRC (for CAF applicants)
  • identifying those cases to be considered for a PLAR;
  • searching the MOL for potential incentives for an applicant;
  • forwarding PLAR documentation to CFRG HQ for action; and
  • informing the applicant seeking enrolment of PLAR results.
DMCPG (for CT applicants from the Reserve Force to the Reg F, and VMOT or CMOT within the Reg F)
  • if authorized, granting NQual sought on behalf of TA or DTA; and
  • if not authorized to grant NQual sought, assisting the member’s parent unit in forwarding any PLAR requests to the appropriate TA or DTA.
TE
  • supporting the TA or DTA in conducting PLARs;
  • developing and implementing instructional strategies to minimize unnecessary or redundant training and maximize the benefits gained from prior learning; and
  • reporting back to the TA or DTA on the PLAR results presented in the Annual IT&E Report, to include potential number of training days and realized the number of training days saved.
IT&E FCoE
  • supporting TA or DTA in PLAR processes.
CAF Member parent unit
  • supporting TA or DTA in PLAR processes.
BPSO
  • if required, advising CAF members who initiate a PLAR request.
PLAR assessor
  • conducting assessments of individual PLAR files as assigned by the TA/DTA, TE or IT&E FCoE; and
  • completing bias training to mitigate potential personal and institutional biases in order to support inclusion and diversity.
CAF members
  • initiating the PLAR request;
  • providing relevant documentation; and
  • using the available processes if they felt discriminated against during the assessment process.

9. References

Acts, Reguations, Central Agency Policies and Policy DAOD

Other References

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2025-12-17