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CDS/DM Directive for support to the Restorative Engagement Program - Amendment 004

January 2025

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References

  1. 2019 FC 1475 - Federal Court Approval of the Final Settlement Agreement in Heyder/Beattie dated 25 November 2019
  2. Joint CDS/CM Directive for Implementation of CAF-DND Sexual Misconduct Class Action Final Settlement Agreement
  3. Restorative Engagement Program Design Framework, date 25 February 2021
  4. Defence Representatives in Restorative Engagement, website, 16 July 2021
  5. QR&O, articles 4.02(2) b. & 5.01e
  6. Join the Restorative Engagement program (mil.ca), (Accessible only on the National Defence network) 8 November 2024
  7. Defence Minister Bill Blair announces updates on culture change at the Department of National Defence and Canadian Armed Forces - Canada.ca, 27 June 2024
  8. DM/CDS Message: Seeking Defence Team members for the Restorative Engagement Program, 30 July 2024

Aim

  1. Amendment 004 Communicates requirements for the Restorative Engagement (RE) program for the calendar year 2025. New information within this amendment is as follows:
    1. Addition of Ref F for descriptions of the four RE participation options
    2. Addition of Defence Representative Alumni Community (DRAC) roles and responsibilities
    3. Updated Defence Representative and cohort requirements for calendar year 2025 detailed in Annex A
    4. Addition of Ref G and removal of para 11.b. Duty to Report and the RE program.
  2. The remaining content of this directive is unchanged from Amendment 003.

Situation

  1. General. In 2016 and 2017 seven former members of the Canadian Armed Forces (the "Representative Plaintiffs") initiated class action lawsuits ("Heyder and Beattie Class Actions") against the Government of Canada ("Canada") alleging sexual harassment, sexual assault or discrimination based on sex, gender, gender identity or sexual orientation ("Sexual Misconduct") in connection with their service in the Canadian Armed Forces (CAF) and/or employment with the Department of National Defence (DND) and/or as Staff of the Non-Public Funds (SNPF).
  2. Ref A, known as the Final Settlement Agreement (FSA), details the provision of compensation to current and former members of the CAF and current and former employees of the DND/SNPF (Class Members) who experienced Sexual Misconduct.
  3. The settlement includes a number of measures intended to acknowledge the harms resulting from Sexual Misconduct and to support culture change. This includes the option for Class Members (CM) to participate in a RE (RE) program, developed and implemented by the Sexual Misconduct Support and Resource Centre (SMSRC) (formerly Sexual Misconduct Response Centre (SMRC)). This option was designed in partnership with the Conflict Solutions and Services (CSS) (formerly the Integrated Conflict and Complaint Management (ICCM)). An Initial Operational Capability (IOC) period began with program launch on 15 Nov 2021, and Full Operating Capability (FOC) commenced December 2022.
  4. Restorative Engagement aims to provide supportive and facilitated restorative opportunities for Canadian Armed Forces and National Defence Sexual Misconduct Class Action Members to be heard and acknowledged, and for Defence Representatives to learn, understand, plan, act and lead as catalysts for change supporting the Institution to end sexual misconduct.
  5. The focus on institutional responsibility is central to the RE program. Schedule K of the FSA establishes the commitment to the RE program, and the provision of DR to participate in the program is an institutional commitment to eliminate Sexual Misconduct.
  6. Limitations
    1. Constraints
      1. The RE program will be available for members of the CAF-DND Sexual Misconduct Class Action who have a claim as per the FSA
      2. The RE program has been designed and will be implemented in accordance with restorative principles and Schedule K of the FSA.

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Mission

  1. The CAF and DND will support the RE program by providing DR in order to achieve the requirements and objectives outlined in Schedule K of the FSA.

Execution

  1. CDS and DM Intent. The CAF/DND intend to fully support the implementation and execution of the RE program
  2. Concept of Operations
    1. DR Participation. Based on consultations with internal and external stakeholders as experts, the program design envisages the participation of DR from all ranks and levels, environments, and occupational groups. However, how DR nominations may affect other participants and the success of the RE program must be considered. When selecting candidates for nomination, refer to Annex B for guidance on this process which will support the productive and safe participation of all participants in RE. Further information on DR is as follows:
      1. Representatives from CAF/DND will be identified and organized into groups of DR called cohorts, which will be facilitated and lead by Restorative Practitioners (RP). The cohorts will meet regularly in facilitated group sessions, engage with Class Members, and learn how to actively contribute to culture change at individual and institutional levels. As such, participation in RE will develop leadership attributes consistent with ending Sexual Misconduct and promoting gender equality and inclusion such as empathy, compassion, understanding, integrity, stewardship, and courage
      2. The participation of DR in RE will support the organization in realizing its commitment to deepen and widen the understanding of the issue, mobilize lessons learned and implement the changes needed to address Sexual Misconduct in the Defence Team
      3. DR will be provided with opportunities to acquire the necessary knowledge, learning, and skills throughout their engagement. As per Ref D, DR participating in RE will be expected to:
        1. Listen, acknowledge and learn from Class Members experiences
        2. Take responsibility on behalf of the institution for the causes and responses to Sexual Misconduct
        3. Take action at the individual, collective and institutional levels to contribute to culture change in real time.
      4. Cohorts will include DR from a range of ranks and levels, environments and occupational groups in order to meet the requirements and intention of Schedule Kand most importantly to contribute actively to culture change at all levels of CAF/DND. The RE program does not exclude any occupational groups from nomination as all organizations within the Defence Team, even those with independent authority, may benefit from the learning and transformation DR may experience
      5. The diversity of the DR participants in RE is important in order to meet the needs of Class Members and help effect the necessary culture change within CAF/DND. Diversity includes a wide range of relevant occupational and identity categories, including but not limited to all:
        1. Ranks/levels
        2. CAF/DND environments, professions, trades, and/or occupational groups
        3. Race and ethnicity
        4. Gender identities and sexual orientation
        5. Languages
      6. The RE program recognizes that members of CAF/DND may have various experiences related to Sexual Misconduct. Welcoming these varying perspectives into the program is essential to having a meaningful impact on culture. L1s are asked to nominate members of CAF/DND who could most benefit from and meet the needs of the program, as well as enable those who express interest in volunteering to participate in RE as DR; and
      7. A support framework for DR will be an integral component of the RE program to ensure the well-being of participants is prioritized. The RE program adopts a trauma informed approach in all of its work, in order to prevent further harm from occurring, or secondary traumatization for those who participate.
    2. DR Cohort Phases. Cohorts will engage in three general overlapping and integrated layers of activity, associated to RE program objectives at para. 6. These activities will be facilitated by RP:
      1. Phase 1 - Preparation and Relationship Building. Cohorts will explore and reflect on their own knowledge and experience of the issues, impacts and current individual and organizational responses to Sexual Misconduct. During preparation, members of the cohort will build relationships with each other to create conditions for learning, understanding, challenge and change
      2. Phase 2 - Learning & Understanding. Activities in this phase will involve engaging with persons affected by sexual misconduct or otherwise learning from their lived experiences. It also requires participating in sharing and reflection sessions to develop a deeper understanding of the impacts of Sexual Misconduct and its contributing causes, experiences of those affected by it, and roles and responsibilities of leaders; and
      3. Phase 3 - Planning & Action. Cohorts will identify lessons learned during their participation in the RE program and determine how they can contribute through their professional capacities to culture change and broader education efforts within CAF/DND.
    3. DR Alumni Community (DRAC). The DRAC was created in response to recommendations from the IOC cohorts. The DRAC is composed of DR from previous cohorts who are interested and volunteer to leverage their knowledge and experience, to continue engagements with class members as required by the program, participate in research, engagement in policy development, as well as support new DR post-RE as a community of practice.
  3. Tasks
    1. All L1s
      1. Force generate Reg F, P Res and DND personnel to meet DR requirements in accordance with Annex A. RegF and P Res are tasked via CFTPO. L1s will solicit DND personnel to fill civilian positions IAW Annex A. If L1s have more volunteers than assigned positions and/or if prescribed ranks differ, please pass on all nomination forms so that they can be vetted by the RE program to fill vacant positions in current or future cohorts
      2. Provide FIN code and coordinate funding of PRes salaries for personnel participation as required
      3. Support the continued participation of DR Alumni in RE-related activities.
    2. CPCC
      1. Provide DND and CAF input to the RE program implementation as required
      2. In collaboration with RE, support the determination of the allocation of L1 positions and ranks by cohort and produce Annex A. Create CFTPO tasks for CAF L1s. Assist in identifying and actively recruiting DND personnel working in CAF L1s. Force generate CAF Reg F and P Res DR via CFTPO and assist with the recruitment of DND Public Servants for participation as DR in accordance with the RE Program requirements as outlined in Annex A - DR Cohort Requirements; and
      3. Coordinate the DR Alumni Community (DRAC) in support of culture evolution within DND/CAF.
    3. ADM(PA). Aligned with the overarching RE communications strategy, support SMSRC PA in ensuring messaging on DR recruitment is promulgated regularly across various PA and L1 networks.
    4. ADM(HR-Civ). As indicated at Ref B and through consultation with the RE program, support the recruitment and micro-mission requirements for suitable DND Public Servants for participation as DR.
    5. CF H Svcs. Conduct pre and post-RE screening of CAF candidates for the RE program and DRAC.
  4. Coordinating Instructions
    1. Cohort rank/level composition:
      1. Cohorts will be comprised of eight to ten DR of which two or three are DND and six or seven are CAF members; and
      2. DND and CAF DR will be drawn from all ranks and levels as outlined in Annex A.
    2. Tasking Process. Details for the tasking requirements for the 2025 calendar year are detailed in Annex A. The tasking process for DR will be as follows:
      1. DND Personnel. Placement in the RE program is considered a micro-mission. There is no official paperwork or exchange of funds beyond an email between the DR candidate's manager, the DR candidate and the RE program confirming their participation, and the employee will remain in their substantive position
      2. CAF Personnel. Via CFTPO, issued by CPCC, sourced by L1s, IAW the table at Annex A
      3. DR Alumni Community. Via Individual Travel Authorization (ITA) issued by SMSRC; and
      4. Travel. Temporary Duty (TD) costs are borne by the RE program with the exception of P Res pay which is the responsibility of the L1
    3. DR Nomination Process: CoC and supervisors are encouraged to consult Annex B for guidance and considerations for referring candidates to the RE program. The method for selection and tasking DR is as follows:
      1. Volunteers and potential candidates must complete the DR Nomination form appropriate to the Option that they choose (Ref F) and submit the form to their CoC
      2. For CAF members only: In order to ensure that the member is emotionally, psychologically, and socially prepared to participate in the RE program, a social worker shall conduct pre-RE screening of CAF members. Therefore, upon receipt of a nomination form, COs must direct candidates to schedule an appointment with a local CF H Svcs social worker for pre-DR screening using form 4896 - Defence Representative Screening Tool on the Defence Forms Catalogue (Accessible only on the National Defence network). Upon completion of the screening, CF H Svcs will inform the CO of the member's readiness for participation through a red/yellow/green DAG status. The CO can then approve (sign) the nomination form, if applicable. DR are required to have a valid mental health screening IOT conduct CME/debriefs as a member of the DRAC. The mental health screening for the RE program and DRAC members conducting CME/debriefs is valid for a period of 12 months.
      3. Completed nomination forms must be forwarded to the RE program at DRRD@forces.gc.ca for nomination consideration
      4. Nominees are required to attend an initial meeting with the RE program and cohort selection will be conducted by the RE program
      5. The candidate and their CoC/supervisor will be notified of candidate selection via an email from the RE program; and
      6. For CAF members, CoC to ensure the selected candidate is sourced in the CFTPO
    4. While it is the expectation of the DND/CAF that all team members who can participate, will, those who are nominated will be given the opportunity to opt out without prejudice. Identification and mitigation of cohort shortfalls are planned as follows:
      1. L1s with nominees who opt out before the start of the program will be responsible for backfilling these shortfalls; and
      2. CPCC will coordinate with L1s to fill any CAF/DND cohort shortfalls, as and if required
    5. Nominated DR will participate in a conversation with a member of the RE team, and an onboarding orientation prior to the start of the cohort, totalling no more than three hours. The immediate supervisors of the DR are invited to attend the briefing to learn more about DR participation in RE and how best they can support the DR. The orientation will be recorded for those unable to attend.
    6. Post-RE screening: For CAF DR only, within three to six months following participation in the RE program and/or DRAC, DR will complete a post-RE screening with their local Health Services Centre. It is both the CO and DR responsibility to ensure that the post-RE screening is completed.
    7. Key dates and timings
      1. Consult the table at Annex A for dates of full-time and part-time cohorts for the calendar year 2025. The latest schedule will be posted at: Join the Restorative Engagement program (Accessible only on the National Defence network)
      2. Nomination forms to be submitted to Coe NLT 45 days prior to cohort start date. L1s to fulfill CFTPO NLT 30 days prior to cohort start date (including completed MH screening for CAF members) to offer adequate time for interviews and DR onboarding activities.
    8. Public Affairs Posture. The communications approach is internal and active. Communications on DR recruitment at all levels will need to be clear, sustained, and integrated with both existing chain of command and public affairs tools and tactics throughout the required force generation timeframe.

Concept of support

  1. Travel
    1. DR may be asked to travel during their participation in the RE program. If DR travel is required during RE:
      1. RE staff will contact the DR's home unit chain of command for DR travel authorization
      2. The RE program will provide fin coding and administrative support from SMSRC Internal Support Services Team to coordinate travel; and
      3. DR home units are responsible for administrative support, including leave and IT support
  2. Finance. All costs related to DR participation in the RE program will be borne by SMSRC, including travel, with the exception of PRes salaries which are to be absorbed by the L1s from within their existing allocation. Home units should endeavour to fulfill IT requirements with existing IT resources.

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Command

  1. Supported Group Principals
    1. SMSRC
    2. CPCC
  2. Supporting Commanders/ Group Principals. All L1s.
  3. Command and Control
    1. CAF
      1. Operational Command (OPCOM). OPCOM of CAF DR participants will remain with the Force Generators
      2. Operational Control (OPCON). OPCON of CAF DR participants will transfer to CPCC, on behalf of SMSRC, for the duration of their participation in the RE program; and
      3. Administrative Control (ADCON). ADCON will remain with the Force Generators.
    2. DND. As indicated in the Assignment Agreement.
  4. POCs
    1. SMSRC
    2. CPCC
    3. CF H Svcs
    4. ADM(HR-Civ)

M.A.J. Carignan
General / General Chief of the Defence Staff

Stehanie Beck
Deputy Minister

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Distribution List

Action

  • VCDS
  • Comd RCN
  • Comd CA
  • Comd RCAF
  • Comd MILPERSCOM
  • Comd CJOC
  • Comd CFINTCOM
  • Comd CANSOFCOM
  • Comd CPCC
  • JAG
  • AND(DIA)
  • ADM(Pol)
  • ADM(Mat)
  • ADM(Fin)/CFO
  • ADM(IE)
  • ADM(HR-Civ)
  • ADM(IM)
  • ADM(DRDC)
  • ADM(RS)
  • ADM(PA)
  • DND/CFLA
  • CFSG (0-G)
  • SMSRC

Information

  • MND
  • Senior Assoc DM
  • DCDRNORAD
  • SJS DOS
  • CANMILREP NATO
  • DComd JFC Naples
  • VACLO
  • Cmdt NOC

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Annex A:Defence Representatives Cohort Requirements

  1. As stated in this Directive, L1s will provide DR to support the activities of the RE program.
  2. Assigned DR within this Annex are to ensure cohorts are diversified in rank, element, and experience. However, there is flexibility to trade or exchange DR positions between L1s, within and across cohorts. The suggested rank range offers flexibility between Jr & Snr NCMs & Officers; should L1s have interested volunteers outside the suggested rank range, they can still send their nomination forms to the RE program for consideration. Volunteers are also welcome to submit nomination forms for participation in future cohorts or as backfill candidates.
  3. L1s should endeavour to include Reg F and P Res members, and retired CAF members current or former Reserve members who are currently employed as civilians within DND, and of all professions, trades and/or occupational groups, race, ethnicity, gender identity, sexual orientation, and language.
  4. Prospective nominees must follow the nomination processes stated at para 13.c of this Directive and found in Ref F.
  5. It is important to note that cohorts will be run based on specific time zones and official languages. DR can submit their nominations to any cohort if they are willing to work within the time zone and language indicated for that cohort.
  6. The cohort composition has been recommended by the RE program and can be subject to change based on the needs of the Class Members. L1s are tasked to provide DR as indicated in the following table:
Table of DR requirements per L1
Cohort Model Option1: 8 weeks
(Full-time)		 Option 2: 2+2 (Part-time)
Serial # 3425 5125 5225 5325 5425 5525 5625 5725 5825 5925 6025 6125 6225 6325
Start Date 06-Oct-25 24-Feb-25 24-Feb-25 22-Apr-25 22-Apr-25 26-May-25 02-Jun-25 09-Jun-25 08-Sep-25 08-Sep-25 15-Sep-25 1S-Sep-25 03-Oct-25 03-Oct-25
End Date 02-Dec-25 29-Aug-25 29-Aug-25 31-Oct-25 31-Oct-25 28-Nov-25 12-Dec-25 12-Dec-25 13-Mar-26 13-Mar-26 20-Mar-26 20-Mar-26 27-Mar-26 27-Mar-26
Delivery Virtual Virtual Virtual Virtual Virtual Virtual Virtual Virtual Virtual Virtual Virtual Virtual Virtual Virtual
Language FR EN FR EN FR EN FR EN FR EN FR EN FR EN
Time Zone ET AT ET ET ET CT ET MT AT ET ET CT ET ET
ADM(Mat) 1 x DND     1 x DND     1 x DND     1 x DND     1 x DND  
ADM(IE) 1 x DND     1 x DND     1 x DND     1 x DND     lx DND  
DSG 1 x DND     1 x DND     1 x DND     1 x DND     1 x DND  
ADM(DRDC)   1 x DND     1 x DND     1 x DND     1 x DND     1 x DND
ADM(HR-Civ)   1xDND     1xDND     1x DND     1xDND     1 x DND
CA 1xJr NCM
1x Sr NCM
1x Jr Off		 1 x DND
1xJr NCM
1xSr NCM
1x Sr Off		 1xJr NCM
1x Sr NCM
1x Jr Off		 1xJr NCM
1x Sr NCM
1x Jr Off
1x Sr Off		 1 x DND
1xJr NCM
1x Sr NCM
1x Jr Off		 1xJr NCM
1x Sr NCM
1x Sr Off		 1xJr NCM 1x Sr NCM 1x Jr Off 1 x DND
1xJr NCM
1x Sr NCM
1x Jr Off
1x Sr Off		 1xJr NCM
1x Sr NCM
1x Jr Off		 1x Jr NCM
1x Sr NCM
1x Jr Off
1x Sr Off		 1 x DND
1xJr NCM
1x Sr NCM
1x Jr Off		 1xJr NCM 1x Sr NCM
1x Sr Off		 1x Jr NCM
1x Sr NCM
1x Jr Off		 1x Jr
NCM 1x Sr NCM
1x Jr Off
1x Sr Off
RCAF 1x Sr Off 1xJr NCM
1x Jr Off		 1 X DND
1x Sr NCM		 1x Jr Off 1x Sr Off 1x DND
1x Jr NCM		 1x Sr NCM 1x Jr Off 1x DND
1x Sr Off		 1xJr NCM 1x Sr NCM 1x DND
1x Jr Off		 1x Sr Off 1xJr NCM
RCN 1xSr NCM 1xJr NCM
1x Sr Off		 1 x DND 1x Sr NCM 1x Jr Off 1xDND
1x Sr Off		   1x Sr NCM
1x Jr Off		 1 x DND
1 x Jr NCM
1x Sr Off		     1 x DND
1x Sr NCM		 1x Sr Off  
MI1PERSCOM 1 x Jr Off   1 x DND
1 x Sr Off		 1 x Sr Off   1 x DND
1 x Sr NCM		 1 x Sr Off   1x DND 1xJr NCM
1x Jr Off		 1x Sr NCM 1 x DND
1 x Sr Off		   1x Sr NCM
1x Jr Off
VCDS 1 x Sr Off   1 x Sr NCM   1 x Sr Off 1x Jr Off 1 x Jr NCM   1x Jr Off   1x Sr Off 1 x Jr NCM 1x Sr NCM  
CJOC             1 x Sr Off           1x Sr NCM  
CFINTCOM                     1x Jr Off      
CPCC         1 x Sr Off                 1 x DND
SJS     1 x Sr NCM                      
Table of DR requirements per L1
Cohort Model Serial# Option 3: Senior Leader (intermittent) Option 4: Executive (Intermittent)
4725 6425 6525 6625 6725 5025 6825 6925
Start Date 21-Jan-25 03-Feb-25 10-Mar-25 14-Apr-25 06-0ct-25 21-Jan-25 07-Apr-25 02-Jun-25
End Date 19-Sep-25 03-0ct-25 07-Nov-25 12-Dec-25 31-Mar-26 21-Jan-26 31-Mar-26 31-Mar-26
Delivery Virtual Virtual Virtual Virtual Virtual Virtual Virtual Virtual
Language BIL EN FR EN EN EN EN BIL
Time Zone ET ET ET ET ET ET ET ET
ADM(Mat) 1x DND   1 x DND     1 x DND   1 x DND
ADM(IE) 1x DND     1 x DND   1 x DND    
DSG   1 x DND   1 x DND     1 x DND  
ADM(DRDC)   1xDND     1 x DND   1 x DND  
ADM(HR-Civ)     1 x DND   1 x DND     1 x DND
CA 1 x CWO/CPO1,
1 x LCol/Col		 1 x CWO/CPO1,
1 x LCol/Col		 1 x CWO/CPO1,
1 x LCol/Col		 1 x CWO/CPO1,
1 x LCol/Col		 1 x CWO/CPO1,
1x LCol/Col		 1 x GOFO 1 x GOFO 1x GOFO, 1x GOFO
RCAF 1 x CWO/CPO1 1 x LCol/Col 1 x DND/CPO1 1 x LCol/Col 1 x DND/CPO1 1 x GOFO 1 x GOFO  
RCN 1 x Cdr/Capt(N) 1 x DND/CPO1 1x Cdr/Capt(N) 1xDND/CPO1     1 x GOFO 1x GOFO
MILPERSCOM 1xDND/CPO1   1x LCol/Col 1xCWO/CPO1 1x LCol/Col 1x GOFO    
VCDS 1 x LCol/Col   1 x CWO/CPO1   1 x DND/CPO1 1 x GOFO 1 x GOFO 1 x GOFO,
1 x GOFO
CJOC   1 x DND/CPO1       1 x GOFO   1 x GOFO
CFINTCOM   1 x LCol/Col         1 x GOFO  
CPCC       1 x LCol/Col   1 x GOFO    
SJS         1x LCol/Col   1x GOFO  

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Annex B

  1. In making a decision to refer someone to act as a Defence Representative (DR) for the Restorative Engagement program, the decision maker is invited to take note of the following considerations:
    1. If selected for a full-time cohort, this tasking is a primary duty and there will be no opportunity to execute secondary duties. If selected for a part-time cohort, there will be no opportunity to execute secondary duties during the weeks the DR is participating in cohort. A DR should not be expected to maintain their full-time job while participating in a full-time cohort
    2. Participation will involve learning and relationship building in a cohort with other DR, engagement with Class Members and/or the cohort about the lived experiences of those affected by Sexual Misconduct, planning, and reflection on strategies for culture change
    3. DR may be asked to support the RE program after their cohort participation. This may include outreach events, Class Member Engagement or speaking to new cohorts, depending on the member's availability and the program’s needs
    4. Formal training, learning or background in the area of Sexual Misconduct is not a requirement of the program
    5. Participation in the program presents a growth opportunity for nominees and is considered a critical and constructive aspect of professional development
    6. The program is not intended as a measure for correction of Sexual Misconduct behaviours
    7. When selecting candidates for nomination, all L1s must ensure that the participation of their nominee will not negatively affect the credibility of the RE program or the institution; and
    8. All nominees are expected to be employed with DND or CAF for at least 2 years post-participation in the program, in order to be able to use their learning to help effect cultural change.
  2. Decision makers are invited to discuss the program directly with the people they lead raising the following points or questions in conversation:
    1. Have you read through the What to expect as a Defence Representative document (please contact the DR-RD@forces.gc.ca to obtain a copy of What to except as a Defence Representative)?
    2. What are your thoughts about participating in the Restorative Engagement program?
    3. How do you see your participation being of benefit to you? (Personal benefits may include the opportunity for deeper learning, the ability to connect with others more deeply on the subject of Sexual Misconduct, a sense of satisfaction about contributing to the program, and so on.)
    4. How do you see your participation being of benefit to the institution? (Benefits may include bringing learning back and being able to help culture shift in their current and future roles; listening and engaging on difficult issues, on behalf of the institution; and helping to improve the program for future groups over time, through participation and feedback).
    5. There is no need to have formal training, learning or background in the area of sexual misconduct. Your interest, openness, and willingness to engage with the program and issues around sexual misconduct is most important. How do you feel about this?
    6. Do you have any concerns about making yourself fully available for the hours of the program whether part-time (half-time) or full-time?
    7. Do you have any other concerns or questions about participating?

The decision maker is welcome to contact the RE program for further discussion at +DR-RD@DMSMSRC@Ottawa-Hull or DR-RD@forces.gc.ca. A member of the team will follow on directly.

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2025-04-17