Annex D: Performance Management Framework

Strategic Outcome	Outcome Level	Aligned with LOE	Indicator
Retention efforts are prioritized, sustained, and progressing as a high priority for the CAF	Short Term	LOE 1: Strengthen Governance	% of L1s and L2s that identify retention efforts as a priority in their annual business plans (or equivalent documents)
			% of L1s & L2s that report progress on retention efforts
Retention Strategy decision-making and improvement plans are evidence -based	Short Term	LOE 1: Strengthen Governance	% of Retention Strategy decisions and improvements that are advised by date
Stakeholder collaboration has an impact on integration and alignment of retention efforts	Short Term	LOE 3: Integrate and Align Efforts in Support of a Comprehensive Approach to Retention	# of retention efforts that have been integrated and aligned through stakeholder collaboration
Retention efforts are targeted at the demographic, group, and capability levels	Short Term	LOE 3: Integrate and Align Efforts in Support of a Comprehensive Approach to Retention	% of retention efforts addressing each of the demographic, group and capability levels identified through evidence
			# of retention efforts that have applied a GBA+ lens to the efforts (i.e., Programs, initiatives, processes)
Targeted retention analysis is included in force planning activities	Short Term	LOE 3: Integrate and Align Efforts in Support of a Comprehensive Approach to Retention	# of force planning activities that incorporate targeted retention analysis into planning
Leaders are empowered to address and implement retention efforts	Short Term	LOE 2:Engage Leaders to Promote a Culture Supportive of Retention	% of leaders who have attended training on retention and their role in addressing retention
			% of CAF leaders who have completed retention training and understand their role in addressing retention in the CAF
CAF members have awareness of the benefits and options within the CAF throughout their career	Short Term	LOE 4: Communicate Priorities and Promote Activities to Support Retention	% of CAF members transitioning out of service who are aware of all options to be retained
			% of CAF members (current) who are aware of CAF benefits and career options
CAF members are aware of CAF improvement efforts and the organization’s priorities to support them	Short Term	LOE 4: Communicate Priorities and Promote Activities to Support Retention	% of CAF members who are aware of the CAF improvement efforts to better support them
Members and their family’s needs to balance family life with CAF service are understood and services are aligned to provide support	Short Term	LOE 6:Support the Health and Wellness of CAF Members and their Families	% of CAF members who feel the organization understands their needs to balance family life with CAF service
			DRI 3.4.2 % of CAF who are satisfied with the overall support their family receives from the Canadian Armed Forces
Improved physical health, mental health, and work-life balance of members	Short Term	LOE 6:Support the Health and Wellness of CAF Members and their Families	DRI 3.2.1 % of military personnel who are medically fit for their occupation
			% of CAF members who agree they are able to maintain balance between personal and working life
Personnel policies and programs incorporate evidence to support retention of CAF members	Short Term	LOE 3: Integrate and Align Efforts in Support of a Comprehensive Approach to Retention	% of personnel policies and programs that incorporate retention data to support the retention of CAF members
The path to OFP (Operationally Functional Point) process is clear and timely	Short Term	LOE 5:Support CAF Members’ Careers	Average recruitment time from application to becoming a full CAF member
			% of applicants who are aware of what to expect through the path to OFP process
CAF talent management processes support members through job selection and placement during their careers	Short Term	LOE 5:Support CAF Members’ Careers	Of the number of members who have gone through CAF talent management processes, the % who feel the process provided them with sufficient support through job selection and placement
Career management practices support CAF members to achieve their career goals	Short Term	LOE 5:Support CAF Members’ Careers	% of members who feel that the CAF career management practices support them in achieving their career goals
Retention efforts are responsive to the changing needs and priorities of retention in the CAF	Mid Term	LOE 1: Strengthen Governance	Average time for the CAF to respond and address an emerging retention need/ priority (From the time the need/priority was identified to the time that the CAF responds with a retention effort)
The path to OFP (Operationally Functional Point) process is clear and timely	Mid Term	LOE 3: Integrate and Align Efforts in Support of a Comprehensive Approach to Retention	% CAF members who are satisfied/dissatisfied with their career in the CAF
		LOE 5: Support CAF Members’ Careers	Top 10 reasons CAF members are satisfied and dissatisfied with their career in the CAF
Leaders' behaviours reflect a climate that supports retention	Mid Term	LOE 2:Engage Leaders to Promote a Culture Supportive of Retention	% of CAF members who feel that leaders are engaged in efforts to retain members
CAF members choose options to be retained throughout their career	Mid Term	LOE 4: Communicate Priorities and Promote Activities to Support Retention	% of CAF members who report they have “considered” leaving the CAF and who have used options to be retained
		LOE 5: Support CAF Members’ Careers	% of CAF members who have started the process of transitioning out of service and who choose options to be retained
CAF talent is being retained through the path to OFP (Operationally Functional Point)	Mid Term	LOE 5:Support CAF Members’ Careers	% of CAF applicants who become CAF members
CAF members are placed in suitable occupations that match their interests, skills, abilities, and aptitudes to the career field	Mid Term	LOE 5::Support CAF Members’ Careers	% of CAF members who report the job they are in is suitable to them and matches their interests
			% of CAF members who indicate that they have the right skills, abilities and aptitudes to do their job
Members and their families balance family life with CAF service	Mid Term	LOE 6:Support the Health and Wellness of CAF Members and their Families	DRI 3.4.1 % of CAF families that feel they meet the challenges of military life
CAF members experience fewer injuries and illnesses that impact on their careers	Mid Term	LOE 6:Support the Health and Wellness of CAF Members and their Families	# of CAF members placed on medical categories
CAF talent is retained in identified targeted areas	Long Term	ALL	Retention rate for each targeted retention area
Occupational capabilities required for defence of Canada are sustained	Long Term	ALL	DRI 3.1.3 % of occupations with critical shortfalls
			DRI 3.1.1 % of Regular Force positions that are filled
			DRI 3.1.2 % of Reserve Force positions that are filled
Reduction in unhealthy attrition of CAF talent	Long Term	ALL	% of unhealthy attrition of CAF members