Section III - Response to Parliamentary Committees and External Audits - DPR - 2014-15
Response to Parliamentary Committees
Sixth Report of the Standing Committee on Public Accounts, Chapter 3, Reserve Force Pension Plan – National Defence, of the 2011 Spring Report of the Auditor General of Canada
April 2012
The Standing Committee on Public Accounts examined the Office of the Auditor General of Canada chapter and made two recommendations that involved National Defence.
Original report: http://www.parl.gc.ca/content/hoc/Committee/411/PACP/Reports/RP5463038/411_PACP_Rpt06/411_PACP_Rpt06-e.pdf
Government response: http://www.parl.gc.ca/HousePublications/Publication.aspx?Language=E&Mode=1&Parl=41&Ses=1&DocId=5692012&File=0
Committee recommendation:
2. That DND provide to the Committee a progress report on the status of the pension plan file backlog at the end of each calendar year, in order to determine if DND remedial actions have been effective to date and to determine if the 2017 target date for closing the pension backlog is achievable.
Government response:
Reservists are a vital part of the Canadian Armed Forces and are instrumental to their success at home and abroad. Since the introduction of the Reserve Force Pension Plan in 2007, National Defence has worked to refine service delivery and ensure that reservists receive pension benefits comparable to those of their Regular Force counterparts.
National Defence continues to address the Auditor General’s recommendations and enhance service delivery through the management action plan. Indeed, since the Committee hearing in December, the department had processed an additional 275 applications as of March 31st, 2012. Building on this momentum, the department will continue to seek efficiencies and make every effort to eliminate the backlog by 2017.
The Government shares the Committee’s views on the importance of the Reserve Force Pension Plan and accepts both of the Committee’s recommendations. Accordingly, National Defence will report to the Committee on the status of all action plan items targeted for completion in 2012, and provide the first annual progress update on the status of the pension plan file backlog, by December 31st, 2012.
Status Update:
DND provided a progress update on the status of the pension file backlog. As of May 31, 2015, a total of 7,697 files had been completed and DND is on-track to meet the 2017 closing date.
Response to Parliamentary Committees
First Report of the Standing Committee on Public Accounts, 40th Parliament, 2nd Session, “Chapter 4, Military Health Care – National Defence of the October 2007 Report of the Auditor General of Canada.”
February 2009
Original report:
http://www2.parl.gc.ca/HousePublications/Publication.aspx?docId=3976261&Language=E&Mode=1&Parl=40&Ses=2
Government response:
http://www2.parl.gc.ca/HousePublications/Publication.aspx?DocId=4129696&Language=E&Mode=1&Parl=40&Ses=2
Committee recommendation:
2. National Defence to provide information in its annual Departmental Performance Report (DPR) on the aggregate costs of the military health care system, as well as the number of physicians, nurses, pharmacists, medical technicians and physician's assistants employed in that system.
Government response:
The Government accepts this recommendation. DND will report this information in the Fiscal Year (FY) 2009-10 DPR. In future years, DND will also look for other ways to make this information available to the public.
Status update:
The FY 2014-15 budget for Health Services is $411.6 million which represents the majority of the expected expenditures for the CAF health care system, noting that it excludes pay for Regular force military members and costs for current operations.
In FY 2014-15, the military health care system consisted of 305 Physicians, 472 Nurses, 93 Pharmacists, 2202 Medical Technicians and 213 Physician Assistants from the Regular Force, Reserve Force and Public Service.
Response to Parliamentary Committees
Eleventh Report of the Standing Committee on Public Accounts, 39th Parliament, 1st Session, “Chapter 2 of the May 2006 Report of the Auditor General of Canada on National Defence – Military Recruiting and Retention.”
December 2006
Original report:
http://www.parl.gc.ca/HousePublications/Publication.aspx?DocId=2560007&Language=E&Mode=1&Parl=39&Ses=1
Government response:
http://www.parl.gc.ca/HousePublications/Publication.aspx?DocId=2830673&File=0&Language=E&Mode=1&Parl=39&Ses=1
Committee recommendation:
8. The Department of National Defence determine the rate of attrition for female members of the Canadian Armed Forces and, in its exit surveys, seek to establish which factors prompt female members to leave the Forces before full service is completed. The results, along with corrective measures taken to encourage women to complete their full service should be reported in the Department's annual Performance Reports, beginning with the Report for the period ending 31 March 2008.
Government response:
A comprehensive survey analysis that will be conducted in the fall of 2007 will allow the Government to better understand the reasons female members of the Canadian Armed Forces decide to leave the military. Should trends be identified that indicate a need for change, the Government will initiate appropriate corrective measures. The results of this survey analysis, together with any corrective measures undertaken, will be reported in the DPR, beginning with the report for the period ending 31 March 2008.
Status update:
Attrition research continues to include research focused on attrition and retention of women in the CAF. A comprehensive 20 year comparison of overall male and female attrition rates is included in the Annual Report on Regular Force Attrition. In addition, research is underway to examine whether there are notable differences in career patterns and causes of release (voluntary and overall) for women as compared to men in the Regular Force at key years of service points in their careers, particularly at mid-career.
In support of the CAF Retention Strategy, the CAF Retention Survey and CAF Exit Survey continue to be administered to gather data on turnover intentions of CAF personnel.
Fiscal Year (FY) | Officers | Non-Commissioned Members |
---|---|---|
2003-04 | 6.6% | 6.5% |
2004-05 |
5.4% | 6.3% |
2005-06 | 6.0% | 6.2% |
2006-07 | 5.0% | 8.1% |
2007-08 | 6.9% | 9.8% |
2008-09 | 6.1% | 8.6% |
2009-10 | 7.3% | 8.9% |
2010-11 | 5.4% | 7.3% |
2011-12 | 4.9% | 6.1% |
2012-13 | 4.4% | 6.4% |
2013-14 | 5.4% | 7.2% |
2014-15 | 4.8% | 8.3% |
The attrition rate for women in FY 2014-15 was slightly lower than for men.
Committee recommendation:
9. The Department of National Defence begin to report the results of the exit surveys it conducts among members of the Canadian Armed Forces in its Departmental Performance Reports (DPR) beginning with the Report for the period ending 31 March 2007. References to the methodology and scope of the surveys should be included.
Government response:
The Department of National Defence will ensure that the information identified in this recommendation is included in its annual DPR. However, since the comprehensive analysis of survey results will not commence until the fall of 2007, the reporting of these results can only begin with the report for the period ending 31 March 2008.
Status update:
The Exit Survey is given to all Regular Force members who are leaving the CAF voluntarily. Survey completion is voluntary. The objective of the analysis of Exit Survey data is to assess departing members' satisfaction with several organizational issues as well as to determine the extent to which these organizational issues and dissatisfiers influence their decision to leave the CAF. The Exit Survey is available on-line and all members leaving the CAF are urged to complete it. As data collection is ongoing, the analysis of data takes place as required, and such there are no recent results available. However, it is expected that the results would be similar to those found in the 2008-11 data which indicated that, although none of the organizational issues were identified as salient dissatisfiers or strong influential factors on members’ decisions to leave, the areas of greatest concern included concerns over work-life balance, the effects of postings and deployments on families, and the career management system.
As well, the CAF Retention Survey, which is administered biennially, is used to provide information regarding work and organizational factors that influence retention and attrition of CAF personnel. Results of the 2014 survey indicate that CAF personnel are satisfied with most of the work and organizational variables assessed. Intentions to stay in the CAF until compulsory retirement age are associated with higher reported commitment, person-organization fit, person-job fit, job satisfaction, meaningful work, and work engagement. Areas identified as needing some additional focus included perceptions of organizational support, unit leadership, work-life balance, career management, postings, learning opportunities, and recognition. Preparations for the administration of the 2016 Retention survey have commenced.
Committee recommendation:
10. That the Department of National Defence establish a target for the maximum acceptable rate of attrition of its trained effective strength and monitor the performance of the package of measures it has instituted to meet that target. The Department should begin to report its progress in its annual DPR beginning with the report ending 31 March 2007.
Government response:
The Government will include data regarding attrition rates in the Department of National Defence annual Departmental Performance Report beginning with the report ending 31 March 2007. However, the data will be based on trend analysis as opposed to pre-determined targets.
Status update:
Due to the number of factors influencing attrition that are beyond the control of the CAF, including the state of the Canadian economy, instead of establishing a target for the maximum acceptable rate of attrition of its Trained Effective Strength (TES), the CAF closely monitors all aspects of attrition and uses statistical modelling to forecast attrition for each occupation for each fiscal year. These forecasts are used in formal, structured processes to determine the number of personnel who need to be recruited for each occupation for each fiscal year, and are published as the Strategic Intake Plan (SIP). During the reporting period, actual recruiting and attrition are monitored on a month-by-month basis and the Strategic Intake Plan is adjusted as required.
Since reaching its historical low in FY 2011-12, the attrition rate has increased for the past three years. During FY 2014-15, attrition increased considerably. This increase can be attributed to an increase in volume of medical releases, which is expected to decline to a normal level in FY 2015-16. As a result of this increased attrition, as well as increased pressures on recruiting, almost a quarter of all occupations are at least 10% below their authorized strength levels. The overall trained effective strength of the Regular Force decreased slightly in FY 2014-15, and was at 56,570 in relation to the trained establishment requirement of 60,367.
Fiscal Year |
Trained |
Trained Non- Commissioned |
Overall CAF: |
---|---|---|---|
2003-04 | 5.3% | 6.3% | 6.1% |
2004-05 | 5.0% | 7.1% | 6.7% |
2005-06 | 5.6% | 6.8% | 6.8% |
2006-07 | 7.0% | 8.4% | 8.3% |
2007-08 | 6.8% | 8.3% | 9.1% |
2008-09 | 7.7% | 8.8% | 9.1% |
2009-10 | 6.3% | 7.0% | 7.6% |
2010-11 | 5.4% | 6.8% | 6.6% |
2011-12 | 5.4% | 6.5% | 6.0% |
2012-13 | 5.2% | 7.1% | 6.6% |
2013-14 | 5.7% | 7.7% | 7.1% |
2014-15 | 5.9% | 8.1% | 7.9% |
The attrition rates above were calculated based on data obtained from the Human Resources Management System (HRMS) up to May 2015. Note that the attrition rates calculated for FY 2014-15 may still change as the data are updated in HRMS.
Response to Parliamentary Committees
Fifteenth Report of the Standing Committee on Public Accounts, 39th Parliament, 1st Session, “Chapter 5 – Relocating Members of the Canadian Forces, RCMP, and Federal Public Service of the November 2006 Report of the Auditor General of Canada.”
May 2007
Original report:
http://www.parl.gc.ca/HousePublications/Publication.aspx?DocId=2955368&Language=E&Mode=1&Parl=39&Ses=1
Government response:
http://www.parl.gc.ca/HousePublications/Publication.aspx?DocId=3077631&Language=E&Mode=1&Parl=39&Ses=1
Committee recommendation:
5. That the Department of National Defence, the Royal Canadian Mounted Police, and Treasury Board Secretariat include, in their annual DPR, references to the Integrated Relocation-Program as it relates to their employees. Information on the numbers of employees using the Program, the costs, and the extent to which the purposes of the Program are being achieved must be included. This performance information must be included in DPRs beginning with Reports for the period ending 31 March 2008.
Government response:
The Government accepts this recommendation.
Status update:
The purpose of the Integrated Relocation Program (IRP) is to relocate CAF personnel and their families in the most efficient fashion and at the most reasonable cost to the public while having a minimum detrimental effect on the employee and family, and on departmental operations.
In 2014-15, the following moves were coordinated through the Brookfield Global Relocation Services (GRS), by quarter:
2014-15 FY Total |
12,394 |
---|---|
2014-Q2 | 6,454 |
April | 3,015 |
May | 2,426 |
June | 1,013 |
2014-Q3 | 1,990 |
July | 898 |
August | 444 |
September | 648 |
2014-Q4 | 1,967 |
October | 638 |
November | 725 |
December | 604 |
2014 Total | 10,411 |
2015-Q1 | 1,983 |
January | 504 |
February | 1,059 |
March | 420 |
Response to Parliamentary Committees
First Report of the Standing Committee on National Defence, 41st Parliament, 2nd Session, “NATO’s Strategic Concept and Canada’s Role in International Defence Cooperation”
December 2013
The Standing Committee on National Defence studied NATO’s Strategic Concept and Canada’s role in international defence cooperation. The Committee requested that the government table a response to the Report.
Original report:
http://www.parl.gc.ca/Content/HOC/Committee/412/NDDN/Reports/RP6313596/412_NDDN_Rpt01_PDF/412_NDDN_Rpt01-e.pdf
Government response:
http://www.parl.gc.ca/HousePublications/Publication.aspx?Language=E&Mode=1&Parl=41&Ses=2&DocId=6501813&File=0
Committee recommendation:
No recommendations were made.
Government response:
The North Atlantic Alliance continues to be a fundamental pillar of Canadian foreign and defence policy and Canada remains firmly committed to supporting the Alliance when needed.
The Government of Canada welcomes the Committee’s review of NATO’s 2010 Strategic Concept as a means to highlight and further reinforce Canada’s enduring role in NATO. The Government will maintain its investments in modern combat capable forces as the Government continues to deliver on the Canada First Defence Strategy.
Canada will remain an active leader within the Alliance, which has proven its value in contributing to Canada’s security interests.
Status Update
The Government tabled its response to the Committee’s report on April 1, 2014.
Response to Parliamentary Committees
Tenth Report of the Standing Senate Committee on National Security and Defence, 41st Parliament, 2nd Session, “Canada and Ballistic Missile Defence: Responding to the Evolving Threat”
June 2014
The Committee sought to better understand ballistic missile defence, the reasons for the Government’s 2005 decision against participating in US ballistic missile defence, the current threat environment, and a path forward which would protect Canada’s sovereignty and security, while strengthening Canada’s NORAD partnership.
Original report:
http://www.parl.gc.ca/Content/SEN/Committee/412/secd/rep/rep10jun14-e.pdf
Government response:
http://www.parl.gc.ca/Content/SEN/Committee/412/secd/rep/GovResponseRep10jun14-e.pdf
Committee recommendation:
The Government of Canada enter into an agreement with the United States to participate as a partner in ballistic missile defence.
Government response:
The Government of Canada welcomes the Committee’s review of Canada’s policy on North American ballistic missile defence as it highlights the critical importance of protecting Canada’s sovereignty and security while strengthening Canada’s partnership with the US.
The Government of Canada is pleased that the report acknowledges the role that Canada has played in support of NATO missile defence, including through common funding. Canada is actively engaged in the development of policies and procedures for the NATO system and is monitoring the program closely as it approaches operational capability.
As the House of Commons is currently conducting its Defence of North America study, which will examine ballistic missile defence, the Government of Canada will review both studies as it continues to consider this important matter.
Status Update
The Government tabled its response to the Committee’s report on November 6, 2014.
Response to Parliamentary Committees
Third Report of the Standing Committee on Veterans Affairs, 41st Parliament, 2nd Session, “The New Veterans Charter: Moving Forward”
June 2014
The Committee was asked to conduct a comprehensive review of the New Veterans Charter with special focus on the most seriously disabled, their families, the delivery of programs, and how we define and demonstrate the Government of Canada’s relationship with Veterans.
The report presents 14 recommendations on issues discussed throughout the meetings. DND/CAF personnel did not appear before Committee during the course of the study.
Original report:
http://www.parl.gc.ca/HousePublications/Publication.aspx?DocId=6635229&Language=E&Mode=1&Parl=41&Ses=2
Government response:
http://www.parl.gc.ca/HousePublications/Publication.aspx?Language=E&Mode=1&Parl=41&Ses=2&DocId=6709993&File=0
Committee recommendation:
1. That military members seriously disabled as a result of service not be medically released until the following conditions are met: the individual is in a stable medical condition; medical records have been transferred to Veterans Affairs Canada (VAC); a VAC case manager has been assigned and; healthcare professional identified and assigned for post release. CAF and VAC should also establish an internal committee to develop a list of service conditions.
6. That the Canadian Armed Forces work with Veterans Affairs Canada to make Military Family Resource Centres available to veterans and their families in order to support them in their transition to civilian life.
9. That the Service Income Security Insurance Plan (SISIP) Long Term Disability program be provided only to veterans medically released for a disability not related to military service, that all veterans released for service-related medical reasons benefit from the programs offered under the New Veterans Charter, and that the Canadian Armed Forces and Veterans Affairs Canada work together as quickly as possible to eliminate overlap between the SISIP programs and those provided by Veterans Affairs Canada.
12. That Veterans Affairs Canada and the Department of National Defence build on their existing collaborative efforts by providing adequate resources for research and understanding of known and emerging manifestations of operational stress injuries.
14. That Veterans Affairs Canada and the Department of National Defence, after they have tabled their official response to this report within the next 120 days, also table, by 30 January 2015, a report outlining the progress made on implementing the recommendations in this report, and that the New Veterans Charter, as a “living document”, be amended to include a mandatory review of its provisions to be undertaken by the appropriate parliamentary committees as required.
Government response:
Since 2006, the Government has worked with Veterans’ groups and undertaken numerous measures to enhance the New Veterans Charter. Additionally, the Government of Canada will continue to ensure that financial benefits and services meet the needs of Canada’s veterans.
The Government of Canada agrees with the spirit and intent of the vast majority of the Committee’s recommendations. The Government plans to address the recommendations using a phased approach.
1. The Government of Canada will ensure that all military personnel who are medically released from the Canadian Armed Forces (CAF) will only do so after they are medically stabilized.
6. The Military Family Resource Centres (MFRCs) currently provide support to CAF still serving members and their families. They are dedicated to enhancing the quality of life for CAF families by providing unique services tailored to the CAF community. CAF families and family members can access the services as a family, individually, or in groups. DND and VAC will work together to determine how best to meet the needs of transitioning CAF members and their families without compromising support available to our serving military community.
9. The Government agrees in principle with this proposal and will explore options for addressing the recommendation.
12. The recent studies in the use of animal therapy for Veterans or related to the role of psychiatric service dogs in treating post-traumatic stress disorder (PTSD) demonstrate the Government’s ongoing commitment to military and Veterans health research. The Government agrees that research in this field is valuable and necessary to develop new tools and treatments that can help Veterans and their families. In this context, the Government intends to continue research that will further inform programs and policies on Veterans’ wellness.
14. The Government of Canada supports and welcomes the Standing Committee on Veterans Affairs initiative to study the New Veterans Charter. After careful review, no new legislative or parliamentary authorities are needed to enable or allow such future reviews by the Committee.
Status update:
The Government tabled its response to the Committee’s report on October 1, 2014. On January 30, 2015, the Minister of Veterans Affairs completed the commitment related to recommendation 14 by providing a progress report to the Committee. The progress report focused on actions taken by the Government specifically related to recommendations 1, 6, 11, 13 of the Committee’s report. The progress report also provided updates on recommendations 2 and 7, which apply to the Department of Veterans Affairs.
Response to Parliamentary Committees
Fourth Report of the Standing Committee on National Defence, 41st Parliament, 2nd Session, “Caring for Canada’s ill and Injured Military Personnel”
June 2014
The Committee examined improvements that have been made over the course of Canada’s mission in Afghanistan with respect to the treatment of physical and mental injuries, and the challenges that remain. Throughout the study, the Committee identified a number of recurring themes, including prevention, treatment and support service for ill and injured CAF members, research and innovation, and support for military families.
Original report:
http://www.parl.gc.ca/HousePublications/Publication.aspx?DocId=6475808&Language=E&Mode=1&Parl=41&Ses=2
Government response:
http://www.parl.gc.ca/HousePublications/Publication.aspx?Language=E&Mode=1&Parl=41&Ses=2&DocId=6726862&File=0
Committee recommendations:
The Committee report contained 32 recommendations for the Department of National and the Canadian Armed Forces. Details are located at this web address: http://www.parl.gc.ca/HousePublications/Publication.aspx?Language=E&Mode=1&Parl=41&Ses=2&DocId=6475808&File=105
Government response:
The Government of Canada thanks the Committee for its report and its recognition that members of the Canadian Armed Forces have access to the best care available in Canada.
The Government is pleased to report that it has recently launched initiatives that address a number of the Committee’s recommendations, and it will continue its efforts to improve the care it offers to military personnel and their families in such areas as mental health and working with Veterans Affairs Canada on enhanced support in the transition to civilian life.
Status update:
The Government tabled its response to the Committee’s report on October 10, 2014.
Response to Parliamentary Committees
Eighth Report of the Standing Senate Sub-Committee on Veterans Affairs, 41st Parliament, 2nd Session, “The Transition to Civilian Life of Veterans”
June 2014
The Committee examined initiatives taken by the public and private sectors to promote the meaningful employment of releasing Canadian Armed Forces members and veterans during and after their transition to civilian life.
The report discusses some of the challenges and issues identified by witnesses and offers suggestions as to possible ways of improving the transition to civilian life process.
Original report:
http://www.parl.gc.ca/Content/SEN/Committee/412/secd/rep/rep08jun14-e.pdf
Government response:
http://www.parl.gc.ca/Content/SEN/Committee/412/secd/rep/GovResponseRep08jun14-e.pdf
Committee recommendations:
1. That the Life After Service Studies (LASS) joint programs of research led by the Department of National Defence (DND) and Veterans Affairs Canada (VAC) continue its work on the transition to civilian life of military personnel, and that a LASS study on veterans’ employment post-release is initiated in the near future.
2. That the CAF and DND, taking into consideration the results of ongoing research on transition issues, regularly review and upgrade their transition programs in order to continually enhance services provided to transitioning military personnel.
3. That the CAF and DND make the VAC transition interview mandatory for all releasing military personnel.
4. That DND and VAC reach out to federal departments and agencies and promote the hiring of transitioning CAF members and veterans into their public service workforces.
6. That DND and VAC implement all fifteen recommendations made by the Auditor General of Canada in his October 2012 report on the transition of ill and injured military personnel to civilian life as soon as possible.
7. That DND and VAC develop partnerships with civilian employers with the goal of developing more direct employment placement and retention solutions to ensure meaningful job opportunities for ill and injured transitioning CAF members and veterans.
8. That DND and VAC coordinate public sector, private sector and non-governmental efforts to assist transitioning military personnel and veterans. As top priorities in this regard, the Subcommittee additionally recommends: (a) That DND support the expansion of the Veterans Transition Program nationally, and ensure that serving CAF members affected by PTSD have access to the program; (b) That Veterans Affairs Canada support the expansion of the Royal Canadian Legion and the British Columbia Institution of Technology Legion Military Skills Conversion Program nationally; and (c) That DND and VAC assist Prospect Human Services in expanding the Forces@WORK program nationally and provide appropriate funding to achieve that end.
11. That DND and VAC increase their outreach efforts with the private sector and encourage civilian employers to hire transitioning military personnel and veterans. As top priorities in this regard, the Subcommittee additionally recommends: (a) That an official and centralized transition to civilian life website jointly operated by DND and VAC be created to coordinate public and private sector transition programs and services and help connect transitioning military personnel and veterans with civilian employers. (b) That DND take a lead role in providing civilian employers with a better understanding of military-civilian job equivalencies. (c) That DND and VAC transition programs enhance efforts to assist transitioning military personnel and veterans promote their military experiences, training, trades and skills to the civilian marketplace.
12. That DND and VAC develop and jointly manage an awards system similar to that of the Canadian Forces Liaison Council , which would annually recognize private sector organizations that hire transitioning military personnel and veterans.
13. That the CFLC and DND consider expanding the ExecuTrek program in coming years and use it as an outreach tool to promote public and private sector hiring of transitioning military personnel and veterans.
14. That DND and VAC sponsor the organization of military career fairs to help employers and veterans connect with one another.
Government response:
The Government of Canada agrees in principle with all of the recommendations for Veterans Affairs Canada and the Department of National Defence and notes that many of the recommendations are currently being addressed.
Status update:
The Government tabled its response to the Committee’s report on February 27, 2015.
Response to the Auditor General (including to the Commissioner of the Environment and Sustainable Development)
The DND/CAF was involved in five Auditor General (AG) audits completed during FY 2014-15:
Chapter one of the spring 2014 tabling, “Public Sector Pension Plans examined three pension plans: the public service pension plan (PSPP) the CF pension plan (CFPP) and the RCMP pension plan (RCMPPP). The AG concluded that Treasury Board Secretariat (TBS), DND and RCMP have performed their mandated responsibilities properly, but that the current governance framework for the public sector pension plans, and the way it is distributed, needs to be strengthened. The AG notes that reporting information on pension plans needs to be clarified and improved as entities do not inform stakeholders in a clear and consolidated manner. There were four recommendations addressed to TBS, in collaboration with the RCMP and DND and one recommendation addressed to the Department of Finance. The list of recommendations and departmental responses can be found in the complete audit report at this link: http://www.oag-bvg.gc.ca/internet/English/parl_oag_201405_01_e_39332.html
Chapter 2 of the spring 2014 tabling, “Procuring Relocation Services” examined whether PWGSC, DND, the RCMP, and the Secretariat fulfilled their responsibilities in awarding the 2009 contract for the Integrated Relocation Program according to the Treasury Board Contracting Policy, Government Contracts Regulations, and the PWGSC Supply Manual. The AG concluded that while the departments followed most of the established processes for a competitive process, some barriers remained that did not facilitate access and encourage competition. There was only one recommendation included with this report and it was directed at PWGSC in collaboration with DND, RCMP and TBS. The detailed recommendation and PWGSC response can be found with the complete report at the following link: http://www.oag-bvg.gc.ca/internet/English/parl_oag_201405_02_e_39333.html
Chapter 1 of the fall 2014 chapter titled, “Responding to the Rapid Onset of Humanitarian Crises”, is primarily directed at the Department of Foreign Affairs, Trade and Development (DFATD) and focuses on how DFATD provided humanitarian assistance at the onset of humanitarian crises during eight specific crises, including the response to Typhoon Haiyan in the Philippines. For this latter case, the audit also examined whether DFATD and DND could demonstrate that the assistance provided was consistent with mission objectives. The AG concluded that DND’s humanitarian operation in response to Typhoon Haiyan in the Philippines in 2013 was undertaken in a manner consistent with its objectives for humanitarian operations and provided useful assistance, but that by the time some capabilities came into full operation, the humanitarian gap they had intended to address had diminished. The AG also reported that DND had difficulties with water production, and that there were weaknesses with water distribution that limited the assistance it delivered. There were five recommendations included in the report, but only one directed at the DND/CAF. The recommendations can be found through the following link to the complete audit report: http://www.oag-bvg.gc.ca/internet/English/parl_oag_201411_01_e_39959.html
Chapter 3 of the fall 2014 report, “Mental Health Services for Veterans”, was primarily directed at VAC. The AG concluded that VAC and DND/CAF control a number of long-standing factors that, if addressed, could help reduce the time for veterans to complete applications, receive eligibility decisions, and access mental health support. There were seven recommendations included in the report and, of these, two were directed at the DND/CAF. The recommendations can be found through the following link to the entire report: http://www.oag-bvg.gc.ca/internet/English/parl_oag_201411_03_e_39961.html
Chapter 4 of the fall 2014 report , “Providing Relocation Services looked at whether DND/CAF and the RCMP have managed selected requirements of the 2009 Integrated Relocation Program (IRP) contract, in the areas of financial management and performance measurement, according to the relevant authorities and terms and conditions of the contract. The AG concluded that, while the DND/CAF has taken steps to improve the management of the IRP contract, it has not completely fulfilled its responsibilities in managing selected requirements of the 2009 IRP contract in accordance with relevant authorities and terms and conditions. There were four recommendations included in the report and three of these were directed at the DND/CAF. The recommendations can be found through the following link to the entire report: http://www.oag-bvg.gc.ca/internet/English/parl_oag_201411_04_e_39962.html
Response to external audits conducted by the Public Service Commission of Canada or the Office of the Commissioner of Official Languages
There were no external audits by the Public Service Commission of Canada or the Office of the Commissioner of Official Languages completed and reported in the year ending 31 March 2015.
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