Annex B: Logic Models by Line of Effort

• Identify and assign responsibilities at a national level to address retention related issues and execute efforts
• Designate the Retention Program Office as the collaborative mechanism for the prioritization, coordination, and oversight of retention-related activities
• Designate an accountable Directorate to report on retention programs to the Personnel Generation Committee
• Document the decisions made by the CFPMC and Retention Program Office and actions to be taken

• A list of retention-related concerns and corresponding efforts assigned at the national level
• The Retention Sub-Committee is designated as the collaborative mechanism to prioritize coordinate and oversee retention-related activities
• A Directorate responsible for reporting on retention programs to the Personnel Generation Committee
• Documents recording decisions made by CFPMC and Retention Program Office and corresponding actions to be taken by assigned parties (e.g., L1’s, programs, stakeholders)

Outputs lead to short term, intermediate, and long term outcomes

CAF talent is retained in identified targeted areas.

Occupational capabilities required for defence of Canada are sustained.

Reduction in unhealthy attrition of CAF talent.

Retain CAF talent and reduce unhealthy attrition to maintain operational capacity in support of Canada’s Defence Mandate.

• Develop a retention performance management framework (PMF), including Key Performance Indicators (KPIs); and a PMF implementation plan
• Develop a reporting mechanism to disseminate retention related data and performance measurement results to support evidence based decision-making and goal setting for retention efforts
• Develop and implement a continuous improvement framework to support retention, using an assessment to solutions model and using the Retention Strategy PMF

• A performance management framework (PMF) for retention, including KPIs and implementation plan.
• The Retention Sub-Committee is designated as the collaborative mechanism to prioritize coordinate and oversee retention-related activities
• Reports that disseminate retention related data and performance measurement results to support decision making and goal setting
• A continuous improvement framework to support retention of CAF members

Outputs lead to short term, intermediate, and long term outcomes

CAF talent is retained in identified targeted areas.

Occupational capabilities required for defence of Canada are sustained.

Reduction in unhealthy attrition of CAF talent.

Retain CAF talent and reduce unhealthy attrition to maintain operational capacity in support of Canada’s Defence Mandate.

• Collect data, conduct in depth analysis and disseminate results and information on CAF retention and attrition to support leadership
• Applying the Retention Strategy research, develop a retention toolbox for leaders that includes data and information on CAF retention and attrition and provides guidance on how to implement effective retention efforts
• Using the Retention Strategy research, develop training materials and resources to educate leaders on retention issues, guidance on potential solutions and their role in addressing retention
• Implement retention training for leaders by either integrating it into existing leadership training programs or creating a new training program
• Incorporate elements of retention training into leadership briefings
• Develop a method for leaders to identify and respond to operational needs and quality of life needs of their members and their families

• Data and information on CAF retention and attrition to support leadership
• A retention toolbox for leaders which is informed by the Retention Strategy research, includes data and information on CAF retention and attrition, and provides guidance on how to implement effective retention efforts
• Training materials and resources for leaders, informed by the Retention Strategy research, identifying retention issues, providing guidance and potential solutions, and leaderships role in addressing retention
• Retention training integrated into existing leadership training programs or a new training program
• Retention training incorporated into leadership briefings
• A standard method for leaders to identify and respond to balancing the operational needs and quality of life needs of their members and their families

Outputs lead to short term, intermediate, and long term outcomes

CAF talent is retained in identified targeted areas.

Occupational capabilities required for defence of Canada are sustained.

Reduction in unhealthy attrition of CAF talent.

Retain CAF talent and reduce unhealthy attrition to maintain operational capacity in support of Canada’s Defence Mandate.

• Identify gaps in retention data and address data needs (e.g., exit interviews/survey)
• Conduct a cross section analysis to identify areas demographic, group or capability level) that are retention hotspots and why there are issues retaining talent
• Design a national targeted retention plan
• Develop and implement a package of targeted retention programs, that meet GBA+ requirements, to address identified shortages at the demographic, group and capability levels
• Provide Force generation and management systems such as the Annual Military Occupation Review (AMOR) with analytic capabilities to consider retention from the demographic, group and capabilities perspectives

• Expanded retention related data
• Retention hotspots identified at the demographic, group and capability levels and outlining what the issues are with retaining talent
• A national targeted retention plan
• Targeted retention programs that meet GBA+ requirements and address identified shortages at the demographic, group and key capability levels
• Analytic capabilities to consider targeted retention for force generation and management systems such as AMOR

Outputs lead to short term, intermediate, and long term outcomes

Retention efforts are targeted at the demographic, group and capability levels

Targeted retention analysis is included in force planning activities

CAF talent is retained in identified targeted areas.

Occupational capabilities required for defence of Canada are sustained.

Reduction in unhealthy attrition of CAF talent.

Retain CAF talent and reduce unhealthy attrition to maintain operational capacity in support of Canada’s Defence Mandate.

• Conduct a comprehensive review of the policies and programs and identify areas for improvement to support retention of members
• Implement changes to policies and programs to address areas for improvement related to retention of members

• A comprehensive review of policies and programs identifying areas for improvement
• Updated policies and programs addressing areas related to retention

Outputs lead to short term, intermediate, and long term outcomes

Personnel policies and programs accurately address areas related to retention

CAF talent is retained in identified targeted areas.

Occupational capabilities required for defence of Canada are sustained.

Reduction in unhealthy attrition of CAF talent.

Retain CAF talent and reduce unhealthy attrition to maintain operational capacity in support of Canada’s Defence Mandate.

• Identify and implement opportunities for stakeholders to collaborate to support a comprehensive approach to retention issues
• Develop a standardized approach to managing retention related issues

• Collaboration opportunities provided to stakeholders
• A standardized approach to managing and addressing retention related issues

Outputs lead to short term, intermediate, and long term outcomes

CAF talent is retained in identified targeted areas.

Occupational capabilities required for defence of Canada are sustained.

Reduction in unhealthy attrition of CAF talent.

Retain CAF talent and reduce unhealthy attrition to maintain operational capacity in support of Canada’s Defence Mandate.

• Develop clear and consistent communication products that:
• promote CAF value proposition
• integrate raison d’être and why people serve (purpose and commitment)
• Perform a gap analysis of existing retention related communication efforts and the strategic direction around addressing retention issues
• Update existing communication and develop new tools to resolve the gaps in communication

• Clear and consistent communication products that:
• promote the CAF value proposition
• include raison d’être and why people serve
• Identified gaps in communication related to retention and strategic direction around addressing retention issues
• New tools and streamlined/updated retention related communications

Outputs lead to short term, intermediate, and long term outcomes

CAF talent is retained in identified targeted areas.

Occupational capabilities required for defence of Canada are sustained.

Reduction in unhealthy attrition of CAF talent.

Retain CAF talent and reduce unhealthy attrition to maintain operational capacity in support of Canada’s Defence Mandate.

• Provide CAF members with accurate and timely results from research conducted with CAF personnel (i.e., surveys).
• Create and implement a communication plan to frequently, directly and openly inform CAF members of identified issues and the organisation’s priorities to better support them
• Provide CAF members with regular updates on the CAF’s improvement efforts to increase retention

• CAF members are provided with accurate and timely results from research conducted with CAF personnel
• An implemented communication plan providing CAF members frequent, direct and open information on identified issues and the organisation’s priorities to support them
• Regular updates on CAF’s improvement efforts to increase retention delivered to CAF members.

Outputs lead to short term, intermediate, and long term outcomes

CAF talent is retained in identified targeted areas.

Occupational capabilities required for defence of Canada are sustained.

Reduction in unhealthy attrition of CAF talent.

Retain CAF talent and reduce unhealthy attrition to maintain operational capacity in support of Canada’s Defence Mandate.

• Research and assessment of current job placement processes to identify issues
• Develop and implement talent management programs to address issues related to job selection and placement within each L1 organization
• Assess CT and OT programs and make subsequent adjustments to meet L1 requirements for retention
• Integrate resilience training and development into talent management and career development planning

• A list of identified issues related to job selection and placement
• Talent management programs addressing job selection and placement issues within each L1 organization
• Adjusted CT and OT programs meeting L1 requirements for retention
• Resilience training integrated into talent management and career development planning

Outputs lead to short term, intermediate, and long term outcomes

CAF talent is retained in identified targeted areas.

Occupational capabilities required for defence of Canada are sustained.

Reduction in unhealthy attrition of CAF talent.

Retain CAF talent and reduce unhealthy attrition to maintain operational capacity in support of Canada’s Defence Mandate.

• Conduct a full evaluation of the path to OFP process and identify areas for improvement
• Create and implement solutions to improve the path to OFP process
• Develop a protocol for stages of the OFP process to communicate with applicants timelines and clear career expectations

• A list of identified areas of improvements on the path to OFP process
• Improvements are implemented to the path to OFP process
• A formal protocol outlining communication points/stages with applicants on timelines and career expectations.

Outputs lead to short term, intermediate, and long term outcomes

CAF talent is retained in identified targeted areas.

Occupational capabilities required for defence of Canada are sustained.

Reduction in unhealthy attrition of CAF talent.

Retain CAF talent and reduce unhealthy attrition to maintain operational capacity in support of Canada’s Defence Mandate.

• Conduct a full assessment of current career management practices to identify and address irritants
• Develop and implement a holistic CAF member focused career management model that also considers the needs of the organization
• Provide career management counselling and assessment programs to all CAF members accessible at all wings/bases
• Develop and implement a process for Unit leaders to be directly involved in supporting members’ career management goals/plans (e.g., CM insight and supporting proposed action plans for the member)

• A list of identified career management irritants addressed through career management practices
• A holistic CAF member focused career management model considering the needs of the organization
• Accessible career management counselling and assessment programs for CAF members across all wings/bases.
• A process for Unit leaders to be involved in members career management goals/plans

Outputs lead to short term, intermediate, and long term outcomes

CAF talent is retained in identified targeted areas.

Occupational capabilities required for defence of Canada are sustained.

Reduction in unhealthy attrition of CAF talent.

Retain CAF talent and reduce unhealthy attrition to maintain operational capacity in support of Canada’s Defence Mandate.

• Conduct an evaluation of the transitioning out of service process to identify the issues related to the process
• Implement solutions to address the issues identified with transitioning out of service
• Create consistent and clear information and options for members wishing to transition out (i.e., Res Force, sabbaticals, options for return)
• Assess the potential for flexible short/medium/and long term options for members who are applying to transition out of service, and develop and implement the options identified through assessment.

• A list of issues related to the process of transitioning out of service
• Improvements are made to the process of transitioning out of service
• Consistent and clear information and options for members wishing to transition out of service
• A list of flexible short/medium/ and long term options for members wishing to transition out of service

Outputs lead to short term, intermediate, and long term outcomes

CAF talent is retained in identified targeted areas.

Occupational capabilities required for defence of Canada are sustained.

Reduction in unhealthy attrition of CAF talent.

Retain CAF talent and reduce unhealthy attrition to maintain operational capacity in support of Canada’s Defence Mandate.

• Work with CFMWS to asses existing data sources and conduct additional research to identify the needs and concerns of members and their families
• Perform a SWOT/gap analysis comparing research results with current efforts to identify areas to be addressed to better balance military family life with work/service.
• Develop and implement solutions to address gaps in the areas identified for members and their families better balance family life with CAF service

• A list of identified needs and concerns of members and their families
• A list of identified areas of concern to be addressed to better balance members family life and service
• Solutions addressing the gaps in areas to better balance members and their families life with CAF service

Outputs lead to short term, intermediate, and long term outcomes

CAF talent is retained in identified targeted areas.

Occupational capabilities required for defence of Canada are sustained.

Reduction in unhealthy attrition of CAF talent.

Retain CAF talent and reduce unhealthy attrition to maintain operational capacity in support of Canada’s Defence Mandate.

• Gather and conduct research to better understand medical release trends, and identify areas for improvements
• Develop and implement initiatives aimed at reducing injuries or illness
• Implement the Total Health and Wellness Strategy to support activities and efforts to improve physical health, mental health and work life balance of CAF members

• A list of medical release trends and identified areas for improvement
• Initiatives and efforts aimed to reduce injuries and illness
• The Total Health and Wellness Strategy supports activities to improve physical health, mental health and work life balance of members

Outputs lead to short term, intermediate, and long term outcomes

CAF talent is retained in identified targeted areas.

Occupational capabilities required for defence of Canada are sustained.

Reduction in unhealthy attrition of CAF talent.

Retain CAF talent and reduce unhealthy attrition to maintain operational capacity in support of Canada’s Defence Mandate.