DAOD 5031-8, Canadian Forces Professional Development

BMOQ

basic military officer qualification

CDS

Chief of the Defence Staff

CF PDC

Canadian Forces Professional Development Council

CFPDS

Canadian Forces Professional Development System

DGMP

Director General Military Personnel

DP

developmental period

DPGR

Director Personnel Generation Requirements

DTA

designated training authority

EC

environmental command

GS

general specification

IT&E

individual training and education

MES

military employment structure

NCM

non-commissioned member

NCMGS

non-commissioned members general specification

OFP

operationally functional point

OGS

officer general specification

OS(B)

ordinary seaman (basic)

OS(R)

ordinary seaman (recruit)

PD

professional development

P Res

Primary Reserve

Pte(B)

private (basic)

Pte(R)

private (recruit)

Pte(T)

private (trained)

QL

qualification level

Reg F

Regular Force

TA

training authority

Note – Rank abbreviations in this DAOD are in accordance with A-AD-121-F01/JX-000, Manual of Abbreviations - Department of National Defence and the Canadian Forces.

Education

The provision of a base of knowledge and intellectual skills upon which information can be correctly interpreted and sound judgement exercised.

Training

The provision of skills, knowledge and attitudes required to perform assigned duties.

Employment experience

The application and continued development of the skills, knowledge and attitudes acquired through training, education and self-development in the performance of assigned roles and duties, especially in operations and command.

Self-development

Self-initiated, professionally or personally oriented learning, normally done during off-duty time.

Note 1 – An officer progresses from DP 1 to DP 2 upon achieving the applicable OFP. For some military occupations and entry plans, DP 1 may not be completed until the rank of Capt/Lt(N). The OFP occurs when an officer completes all qualifications required for their first employment in the military occupation. At that point, an officer is posted off the basic training list or subsidized university training list to a trained effective strength position. The OFP for each military occupation is contained in the military occupation specification maintained by the DPGR.

Note 2 – A separate BMOQ is provided for an officer belonging to a military occupation with exemptions for specific tasks in the OGS.

Note 3 – For some military occupations and entry plans, an officer may achieve OFP at the 2Lt/A/SLt rank and thus progress to DP 2 at that rank.

DP 1,

• BMOQ;
• environmental qualification; and
• basic military occupation qualification,

• the requirements of the component, military occupation or entry plan,

• the successful completion of BMOQ training;
• the successful completion of environmental training;
• the successful completion of basic military occupation training; and
• achieving the OFP.

DP 2,

• applicable common, environmental and military occupation qualifications;
• increased general, environmental and military occupation skills and knowledge; and
• experience at the unit level,

• potential for advancement,

• the successful completion of junior officer QL1 and QL2 training;
• the successful completion of applicable environmental training;
• the successful completion of applicable military occupation training; and
• promotion to Maj/LCdr.

DP 3,

• applicable common, environmental and military occupation qualifications;
• experience in common, environmental and military occupation activities;
• continued experience at the unit level;
• experience at formation and higher levels;
• increased military occupation expertise;
• an understanding of joint and combined operations; and
• the Joint Command and Staff Programme or equivalent qualification for selected officers,

• potential for advancement,

• the successful completion of intermediate officer qualification training for selected officers;
• the successful completion of applicable environmental training;
• the successful completion of applicable specialty training; and
• promotion to Col/Capt(N).

DP 4,

• skills in planning and conducting joint and combined national and international operations;
• increased experience in common, environmental and military occupation activities; and
• the National Security Programme or equivalent qualification for selected officers,

• potential for advancement,

• the successful completion of advanced officer qualification training for selected officers;
• the successful completion of applicable environmental training;
• the successful completion of applicable specialty training; and
• promotion to BGen/Cmdre.

DP 5,

• skills in strategic leadership, the development of national security policy and the management of resources at the national level.

Not applicable

DP 1

Pte(R)/OS(R)
Pte(B)/OS(B)

0
3

DP 2

Pte(T)/AB
Cpl/LS

4
5A

DP 3

MCpl/MS
Sgt/PO 2

Not applicable
6A

DP 4

WO/PO 1
MWO/CPO 2

6B
7

DP 5

CWO/CPO 1

8

DP 1,

• basic military qualification;
• environmental qualification; and
• basic military occupation qualification,

• the requirements of the component, military occupation or entry plan,

• the successful completion of basic military qualification training;
• the successful completion of environmental training;
• the successful completion of basic military occupation training; and
• advancement to Pte(T)/AB.

DP 2,

• applicable common, environmental and military occupation qualifications;
• increased general, environmental and military occupation skills and knowledge; and
• experience at the unit level,

• the requirements of the component or military occupation,

• the successful completion of primary leadership qualification training;
• the successful completion of applicable environmental training;
• the successful completion of applicable QL military occupation training; and
• appointment to MCpl/MS.

DP 3,

• applicable common, environmental and military occupation qualifications;
• resource management experience;
• increased experience in common, environmental and military occupation activities; and
• continued experience at the unit level,

• potential for advancement,

• the successful completion of intermediate leadership qualification training;
• the successful completion of applicable environmental training;
• the successful completion of applicable QL military occupation training; and
• promotion to WO/PO 1.

DP 4,

• applicable common, environmental and military occupation qualifications;
• skills in planning and conducting sub-unit and unit level missions and activities at the tactical and operational levels;
• resource management expertise;
• continued experience in common, environmental and military occupation activities; and
• an understanding of the CAF beyond unit and environment level,

• potential for advancement,

• the successful completion of advanced leadership qualification training;
• the successful completion of applicable environmental training;
• the successful completion of CWO/CPO 1 qualification training; and
• promotion to CWO/CPO 1.

DP 5,

• staff work and experience in preparation for the highest levels of NCM leadership as organizational leaders or for senior appointments at the strategic level; and
• senior appointment programme training (as applicable),

• potential for selection to designated key and senior appointments at the CWO/CPO 1 rank.

• Not applicable

CMP

• establishing the PD governance structure;
• considering the advice of the CF PDC; and
• providing the CDS with advice and guidance on PD issues, policy and programmes.

level one advisors

• assigning duties and responsibilities, if feasible, in order to allow CAF members to exploit their training and education and further develop their professional skills, knowledge and attitudes; and
• seeking duties for Reg F members with allied military forces, Canadian government departments and industries.

CF PDC

• advising the CMP on PD programmes;
• reviewing new PD strategies, policies and doctrine;
• ensuring that CAF-common and EC-based PD programmes are integrated in terms of specification coordination and career progression; and
• reviewing the resource requirements for CAF-common PD.

TAs

• reviewing on a bi-annual basis, in support of DGMP, the respective environmental portion of the OGS and NCMGS.

DGMP

• providing strategic level PD policies, including the IT&E framework, policy guidance and management framework;
• reviewing on a bi-annual basis, in cooperation with the ECs, the CAF-common and environmental requirements in the OGS and the NCMGS; and
• providing guidance on and approval of new military occupations and sub-occupations, the deletion of existing military occupations and sub-occupations, and the creation or updating of corresponding specifications.

Director General Military Careers

• supporting the selection of Reg F members for military occupation and language training, further education and posting; and
• basing the career progression of Reg F members on service requirements.

Commander CDA

• chairing the CF PDC;
• managing the CFPDS in co-operation with the CMP and the TAs;
• establishing PD policies and policy guidance and providing PD administration;
• managing PD activities assigned by CMP;
• providing CMP with advice and guidance on PD issues, policy and programmes;
• cultivating professional relations with Canadian and allied academic institutions whose programmes relate to the profession of arms; and
• verifying that PD activities meet the requirements of the OGS and NCMGS, and the intent of PD strategic guidance, policies and policy guidance.

DPGR

• managing CAF specifications and the MES change management process; and
• approving major revisions to all specifications and specialty specifications not involving structure change.

TAs and DTAs

• coordinating and delivering CAF-common PD assigned by CDA;
• developing, coordinating and delivering environmental and military occupation PD; and
• managing PD assigned by CMP and responsibilities as outlined in DAOD 5031-2.

commanding officers

• employing CAF members, if feasible, in work that makes use of their training and education and develops their professional abilities through varied and progressive experiences;
• ensuring that the right level of mentoring, coaching and supervision is provided to CAF members developing their skills and knowledge;
• nominating CAF members for the training and education required for their positions or based on their potential for advancement; and
• allowing CAF members selected for training or education to obtain, if feasible, the training or educational qualifications.

CAF members

• seeking the training and education required for their positions and career advancement;
• initiating and pursuing self-development activities; and
• applying their professional knowledge and abilities in the performance of their duties.