Personnel

Culture Evolution

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• CAF Ethos: Trusted to Serve:
  • Trusted to Serve is a 60-page operational guide on how best to apply the CAF ethos and its elements in daily military service.
  • The first and most important principle found in Trusted to Serve is to respect the dignity of all persons. This foundational principle, as well as other Defence Team values and ethics, are now incorporated in the CAF Ethos in a way that more fully articulates what is expected from military personnel – with a strong emphasis on character, competence, and trust.
  • Trusted to Serve builds upon Duty with Honour: The Profession of Arms in Canada. Duty with Honour remains valid at this time; however, it is also undergoing review with the intent to release a new version of the entire publication in 2023.
• Senior Leadership Selection Process:
  • In October 2021, the CAF took its first steps to introduce new rigour and science to its promotion selection process. This sets the stage for an ongoing evolution of the CAF’s processes for promotion and appointment to command to be more inclusive and to ensure those selected embody CAF ethics and values.
  • The CAF has since begun using evidence-based selection tools for General Officer and Flag Officer (GOFO) selection, providing greater insight into the character of officers entrusted to lead the Defence Team.
  • As a first step, candidates on the GOFO selection boards completed three online psychometric assessments. The results of these assessments contributed to the member’s overall score.
  • Candidates who are recommended to the Minister of National Defence for promotion to, or within, the GOFO Cadre are subject to a post- selection confirmation step using what is known as a “360 degree” assessment tool. This is a process that collects feedback from multiple evaluators regarding an individual’s leadership effectiveness.
  • Research and consultation are underway to develop an evidence- based framework for character-based assessments that can be expanded to other leadership ranks in the coming years.

Implementation of Independent External Comprehensive Review (Arbour Report)

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• The Independent External Comprehensive Review (Arbour Report) builds upon recommendations from previous reports, including those from former Justices’ Fish and Deschamps:
  • Fish Report: National Defence is currently focusing on implementing 36 of 107 recommendations, for which the Minister of National Defence committed that the implementation would begin in the short term.
  • These include recommendations for National Defence to improve data collection related to military justice and improve member awareness of the military grievance process.
  • Deschamps Report: In May 2022, Assistant Deputy Minister (Review Services) published online its Assessment of MAP Status: Deschamps and OAG Reports. The assessment found that while the Defence Team has made some progress in addressing the recommendations stemming from the Deschamps’ 2015 External Review and the 2018 OAG Report, further work is required to achieve full implementation across all actions.
• Arbour Interim Recommendation:
  • Former Supreme Court Justice Arbour released interim recommendations in October 2021 to immediately refer all sexual assaults and other criminal offences of a sexual nature under the Criminal Code to civilian authorities.
  • Both the Canadian Forces Provost Marshal and the Director of Military Prosecutions have accepted this interim recommendation, which is currently in the process of implementation, and have exercised their authority as independent actors to implement Justice Arbour’s interim recommendation immediately.
  • For example, the Canadian Forces Provost Marshal—under his authority as an independent actor—has directed that all criminal offences of a sexual nature investigated by the Military Police be processed through the civil justice system.
• 17 Arbour Recommendations Accepted by the Minister for which Implementation Work Will Continue or Immediately Begin
  • The Defence Team is immediately working, or continuing efforts already underway, to implement 17 of 48 recommendations, including:
    • Refinements to the Sexual Misconduct Response Centre (SMRC), including renaming the Centre, and revising its role to primarily provide resources for complainants, victims and survivors;
    • Revising the recruitment and training process for CAF members, including probationary periods to better evaluate recruits;
    • Improving the process for promotions, selection, succession planning and expanding diversity, including through support from a senior civilian advisor;
    • Tracking and updating progress to internal and external bodies.

Recruitment, Retention, and Reconstitution [Updated]

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• House Standing Committee on National Defence: Recruitment and Retention Study:
  • On April 4, 2022, the House Standing Committee on National Defence launched its study on recruitment and retention in the Canadian Armed Forces. The Committee tabled its report on June 22, 2022.
  • In the report, the Committee lists 16 recommendations for National Defence, highlighting five broad themes in the areas of: 1) Culture change, 2) Diversity and inclusion, 3) Improving the recruitment process, 4) Supports to military families and easing the burden of service, and 5) DND/CAF Ombudsman independence.
  • The Committee requested a Government Response, which National Defence must table by October 20, 2022.

• Current Programs and Initiatives:
  • National Defence implements a broad range of proactive and targeted recruitment programs aimed at increasing the representation of women, visible minorities, and Indigenous Peoples in the Canadian Armed Forces. These programs and initiatives include:
    • Operation GENERATION, an ongoing mission to meet employment equity goals, reduce enrolment times, and modernize recruiting activities;
    • The Canadian Armed Forces Indigenous Entry Program, a three-week hands-on experience program for Indigenous Peoples who are considering a career in the CAF;
    • The Aboriginal Leadership Opportunity Year provides Indigenous participants with exposure to the CAF military and academic disciplines. Enrolled and paid as Officer Cadets, participants experience university-level educational and leadership opportunities at the Royal Military College in Kingston, Ontario;
      • It is the only Indigenous program focused on developing potential officers. Participants are enrolled into the Regular Force as Officer Cadets;
    • Multiple six-week paid Primary Reserve Indigenous Summer Programs, which integrate cultural teachings with military training.
      • Participants who successfully complete a program are granted the CAF Army Reserve Basic Military Qualification.
  • To improve retention, work is also underway to improve the CAF’s employment model and provide flexible career options, such as:
    • reducing the burden of relocation through the Seamless Canada Initiative;
    • component transfer (Regular Force to Primary Reserve);
    • flexible or remote work policies; and
    • modernizing the nature of full-time and part-time employment within the CAF.
• Other Diversity and Inclusion Initiatives:
  • Dress Instructions Update – this has eliminated binary uniform and appearance choices, allowing CAF personnel the freedom to choose the uniform that makes them most comfortable.
  • Inclusive Ranks in French – French versions of all designations of ranks now have official Gender Inclusive equivalents.
  • Women’s Health Framework – this aims to enhance women’s health care and increase knowledge of women’s health issues and topics within the military.
  • Post-natal Care – the CAF has released its first Nursing and Pumping Policy, which requires all Commanding Officers to establish a lactation plan to support their members.
  • Compassionate Leave Policy – this allows members to request new types of leave to account for pregnancy loss, family violence, and parents of young victims of crime, for example.
  • Training Needs Assessment – the most recent Training Needs Assessment addressing professional conduct was conducted in 2020. Results are being reviewed to develop an implementation plan.
  • Women in Force Program – this program helps raise awareness about life in the CAF and gives women the opportunity to speak with current CAF members while experiencing different facets of a military lifestyle. Plans to run the program were put on hold due to the pandemic. The intent is to reinvigorate the program prior to the end of the 2022/23 fiscal year.
• National Defence and Canadian Armed Forces Guiding Documents
  • On October 6, 2022, National Defence released the Canadian Armed Forces Retention Strategy, which is composed of three elements:
    • First, better understanding the drivers that impact/hinder retention rates.
    • Second, outlining key considerations from leadership responsibilities, to flexible policies to effective communication.
    • Third, identifying concrete levels of effort to guide a deliberate approach to this problem-set, including strengthening governance.
  • On October 6, 2022, the Chief of the Defence Staff and Deputy Minister also issued a Directive for CAF Reconstitution. This directive will set in motion a significant body of work that will provide direction on the course corrections that are required to overcome deficiencies that are hampering the composition and readiness of the Canadian Armed Forces (CAF).

Reconstitution Directive [New]

Key Facts

Hateful Conduct, Discrimination, and Racism

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• Screening of Canadian Armed Forces Potential Recruits:
  • Criminal Record checks are conducted to determine if potential recruits have been charged or convicted of a crime and to review this information to assess suitability for enrolment. Reference checks are conducted to help determine whether potential recruits’ character, values and ethics align with those of the Canadian Armed Forces.
• Anti-Racism Training for New Recruits:
  • New recruits must complete a lesson and self-study package reading within the first week of their Basic Training, as well as several case study reviews during week four of the Training. Teaching points cover harassment, discrimination, microaggressions, sexual misconduct, hateful conduct, reporting procedures, bystander interventions and resources for those impacted.
  • Assessment of the training is conducted both through a written exam and practical demonstration of behaviour throughout the course.
• Actions of Senior Leadership:
  • The Chief of Military Personnel updated DAOD 5019-0 in July 2020 to expand the definition of hateful conduct and issued a “Canadian Forces Military Personnel Instruction” that same year to outline how hateful conduct would be addressed within the Canadian Armed Forces.
  • The Instruction has been updated to refine the definition and define a continuum related to hateful conduct escalation of behavior, as well as include a decision-making structure and improve hateful conduct reporting processes.
    • The policy package is currently in draft and undergoing final internal reviews. Promulgation has been delayed from Spring 2022 to Fall 2022 to include incorporation of language from Bill C-77 and changes to the Summary Hearing process.
  • The Commanders of the Canadian Army, Navy, and Air Force have also issued specific hateful conduct orders that provide direction on how to prevent, detect, and respond to hateful conduct within the ranks.
• Anti-Racism Secretariat and Advisory Panel:
  • National Defence created the Anti-Racism Secretariat to support National Defence leadership in their efforts to address systemic racism and discrimination. This Secretariat also supports the Minister’s Advisory Panel on Systemic Racism and Discrimination through identifying and proposing solutions to systemic barriers, and promoting culture change.
  • The final report of the Minister’s Advisory Panel was published online on April 25, 2022. The report addresses issues and provides recommendations for change in 13 areas across the organization— from policy and program areas, to governance and accountability, to recruitment and retention, to education and awareness.
  • National Defence established a working group to examine the issues raised by the Advisory Panel on Systemic Racism and Discrimination Panel, and develop an action plan.
  • Work continues on the implementation of the Advisory Panel’s recommendations. Our current focus is on ensuring that implementation is fully informed by Defence Team members and external stakeholders with lived experience and subject matter expertise.
  • In fall 2022, the Anti-Racism Secretariat will launch a suite of tools and a resource hub, which will offer information and tools to aid supervisors and teams to address systemic racism and bias, through conversations and learning opportunities.

Cost of Living Challenges [Updated]

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• Post Living Differential (PLD):
  • The PLD allowance is intended to moderate the impacts associated with moving to a higher cost of living area. PLD allowance is separate from pay.
  • The purpose of the PLD is to ensure that the cost of living for CAF members is maintained at a predictable level, no matter where they are posted within Canada. PLD rates are taxable and are set annually based on a Treasury Board-approved methodology.
  • In April 2009, the Government of Canada froze PLD rates at their 2008 levels. The CAF is currently engaged with Treasury Board Secretariat to review the PLD to ensure it meets the needs of today’s CAF members.
• February 2021 Pay Increase:
  • The pay increase applies to general service officers, pilots, medical and dental officers at the rank of Lieutenant-Colonel and below, and all non- commissioned members.
• Military Housing:
  • In 2021/2022, National Defence began allocating $40 million dollars per year for 10 years to be invested in the residential housing program.
  • Starting in 2022/2023, National Defence has increased this allocation by an additional $15 million dollars per year for three years, resulting in a total annual investment of $55 million dollars in residential housing for Canadian Armed Forces members.
  • Some of this funding will go towards constructing new housing units at Bases and Wings over the next several years, including CFB Comox, CFB Shilo, and CFB Dundurn:
    • 12 units in Comox, British Columbia were completed in May 2022, and 12 more units are currently under construction;
    • 14 units in Shilo, Manitoba (eight will be ready for occupancy by 31 December 2022); and
    • Eight units in Dundurn, Saskatchewan.
  • Housing benefits provided to eligible CAF members include:
  • Reimbursement for legal fees, and real estate fees related to relocation;
    • Shipping and related expenses of household goods and effects are handled entirely by the Canadian Armed Forces – members can use discretionary funding to ship specialty items;
    • A full suite of benefits exists for members who sell and buy residences, including dual residency expenses, incentives for not selling, home equity assistance, mortgage interest differential and mortgage default insurance; and
    • If challenges are encountered while selling or buying a home, or the family needs more time to adjust, the Canadian Armed Forces member can move to the new location unaccompanied with lodging covered for a maximum of six months, and potentially longer if authorized.

CAF COVID-19 Vaccination Policy [Updated]

Note to follow