Personnel

Recruitment, Retention, Reconstitution

  • National Defence is prioritizing efforts to enact meaningful culture change, to grow the Canadian Armed Forces, and to ensure that our forces reflect Canada’s diversity.
  • This will make our entire Defence Team stronger and our military forces more operationally effective and combat ready.
  • I am pleased to report that we will launch a new retention strategy in spring 2022 to retain members, including from underrepresented groups.
  • This will be coupled with a program to increase attraction and recruitment under the CAF reconstitution effort, which will include maximizing the staffing of recruiting centres and training schools, and temporarily shortening basic training.
  • Additionally, National Defence is reviewing its training at every level and modernizing the way we manage our people to ensure we remain ready to excel at operations at home and abroad.
  • Through these efforts, we will create a diverse, modern, and agile Canadian Armed Forces that will attract talented Canadians for years to come.

If pressed on recruitment and retention of women:

  • We understand that the military places unique demands on families and women, and as such we recently announced new options for compassionate family-related leave, as well as measures to enhance women’s health care.
  • We are also conducting focused engagement activities with communities across Canada to increase enrolment of women in the Defence Team.
  • Additionally, we are prioritizing women applicants at military colleges and creating mentorship opportunities for women Officer Cadets.
  • Since February, we have also made our ranks more inclusive: French versions of all ranks now have official feminine equivalents, so that members can be addressed in a way that they feel best represents their gender identity.

If pressed on vaccination challenges:

  • The vaccination mandate is intended to protect the Canadian Armed Forces and it is vital to maintaining operational readiness.
  • Each case will be subject to a procedurally fair review before a decision is made.

Key Facts

  • In 2021-2022 (as of March 8, 2022) 6,891 individuals joined the Regular Force and Primary Reserve, 15.98% of whom were women.
    • 2020-2021 intake: 4,262 individuals.
    • 2019-2020 intake: 10,270 individuals.
  • The Canadian Armed Forces’ Regular Force needs ~6,600 Regular Force members to meet the operational readiness target.
    • ~ 6,300 persons per year must be recruited and trained to account for annual attrition forecast.
  • Canadian Armed Forces Employment Equity Plan 2021-2026 recognizes the LGBTQ2+ community as a designated group.
  • New promotion and selection process: National GO/FO selection boards now feature procedural improvements including mandating that one voting member be from an Employment Equity group.
  • Ongoing recruitment initiatives:
    • Targeted engagement with communities across Canada to increase representation of under-represented groups.
    • Programs to increase Indigenous representation.
    • Prioritizing women applicants at military colleges and creating mentorship opportunities.
  • The Canadian Armed Forces currently has a 98% vaccination rate.
  • To date, 58 members have been released from the Canadian Armed Forces for non-compliance with a further 145 in the process of being finalized.

Sexual Misconduct and Culture Change (Funding – Budget 2021)

  • We recognize that robust and dedicated services to survivors are essential and we will continue to develop programs and improve processes to meet the needs of those affected by sexual misconduct.
  • As part of these efforts, National Defence is requesting $3.8 million in these Estimates to expand the services and geographic reach of the Sexual Misconduct Response Centre.
  • This funding will be used for personnel to support the Sexual Misconduct Response Centre’s broadened mandate that now includes a 24/7 support line to support both public servants from National Defence and former Canadian Armed Forces members.
  • It also includes expanded services to five regions across Canada, as well as personalized case management services.
  • This funding will allow the Sexual Misconduct Response Centre to provide support services to more individuals within the broader Defence community.

If pressed on broader culture change efforts:

  • My top priority as Minister of National Defence is to foster a healthy and respectful workplace where everyone is treated with dignity and respect.
  • This work will make our entire Defence Team stronger and our military forces more operationally effective and combat ready to step in during times of crisis.
  • Across the Defence Team, we are prioritizing work through three lines of effort: support to survivors, justice and accountability and culture change.
  • Critical to all our work on culture change is the continued consultation and engagement of members of the Defence Team and external partners and stakeholders.
  • We are prioritizing efforts that will have an impact on our culture in the short-term, while planning for change in the long-term, all of which will be informed by Madame Arbour’s upcoming review.

Key Facts

  • Budget 2021: Provided National Defence $15 million over two years to expand the SMRC’s services and geographic reach.
  • Part of the $15 million will be used to create up to 43 new Full Time Employment positions over two years, beginning in 2021-22.
  • The Sexual Misconduct Response Centre (SMRC) operates independently from the Canadian Armed Forces chain of command and reports directly to the Deputy Minister.
  • SMRC offers the following services to Canadian Armed Forces members:
    • A 24/7 support line where currently serving Canadian Armed Forces members can receive bilingual and confidential support, information, and referrals from public service counsellors.
    • The Response and Support Coordination program which provides ongoing support, accompaniment, advocacy, and personalized case management services by Response and Support coordinators.
  • The 24/7 support line and Response and Support Coordination program have been expanded as follows:
    • Expanding services to Department of National Defence public servants and former CAF members;
    • Hiring additional counsellors to manage the expected increase in calls to the 24/7 support line;
    • Purchasing additional licenses for the Virtual Call Centre needed for the added counsellors;
    • Expanding the footprint of the Response and Support Coordination program to five regions across Canada. Services have already been expanded to Quebec and the Pacific, with Ontario, Atlantic, and Prairies to follow; and
    • Hiring staff for the regional expansion (ongoing).
  • For fiscal year 2021-2022, as of 26 January 2022, 1,114 total contacts have been made to the Sexual Misconduct Response Centre.

Gender-Based Violence (Funding – Budget 2021)

  • National Defence is committed to preventing and addressing gender-based violence in the Defence Team, including against women, LGBTQ2+, gender diverse, and gender non-conforming people.
  • To advance these efforts, we are working closely with Women and Gender Equality Canada to address sexual misconduct and gender-based violence in the military, and to support survivors.
  • In these Estimates, National Defence is requesting approximately $4.5 million in funding for the whole-of-government Strategy to Prevent and Address Gender-Based Violence.
  • As part of this strategy, National Defence will start implementing four initiatives to prevent and address gender-based violence:
    • Conducting research to prevent the perpetration of sexual misconduct;
    • Providing responsive options for providing legal assistance to victims of sexual misconduct;
    • Developing a peer support pilot program to be jointly offered with Veterans Affairs Canada; and,
    • Expanding and revising the Sexual Misconduct Response Centre’s existing transfer payment program to provide more flexible access to funding for a range of community-based organizations.
  • These initiatives build on our ongoing efforts to foster a healthy and inclusive workplace, where everyone is treated with dignity and respect.

Key Facts

  • Budget 2021: Provided National Defence $41.3 million over five years, beginning in fiscal year 2021-22, to implement four initiatives related to gender-based violence.
  • MND Mandate Letter 2021: The Minister of National Defence will work to end discrimination, sexual misconduct and gender-based violence in the military in consultation with survivors, and with the support of the Minister for Women and Gender Equality and Youth.
  • WAGE Mandate Letter 2021: Support the Minister of National Defence in their work to end discrimination, sexual misconduct and gender-based violence in the military.
    • Move forward with the development of a 10-year National Action Plan to End Gender-Based Violence, begin negotiations with the provinces and territories within a year, and accelerate the establishment of a dedicated Secretariat.
  • 2017: The Government announced It’s Time: Canada’s Strategy to Prevent and Address Gender-Based Violence, a whole-of-government approach led by Women and Gender Equality Canada to encompass all federal initiatives to prevent, address and end gender-based violence in Canada.

Restorative Engagement Program (Funding – Budget 2021)

  • National Defence is committed to acknowledging the harm, listening to the experiences, and rebuilding trust with members affected by sexual misconduct.
  • In these Estimates, National Defence is requesting $6.7 million to implement the Restorative Engagement program, which is part of the Heyder-Beattie final settlement agreement.
  • This program will create opportunities for claimants to share their experiences of sexual misconduct, and for Defence representatives to acknowledge, understand, and learn.
  • Throughout the process, participants are supported by Sexual Misconduct Response Centre restorative practitioners.
  • The program will ensure opportunities for both class members and Defence representatives to talk about the causes and impacts of sexual misconduct, to help identify lessons learned, and to contribute to making positive changes to our culture.

Key Facts

Heyder-Beattie Class Action

  • A total of up to $900 million is available to certain Class Members who experienced sexual misconduct in connection with their military service and/or employment for the Department of National Defence or Staff of Non-Public Funds.
  • The agreement provides claimants with:
    • Financial compensation;
    • The option to participate in a restorative engagement program; and,
    • Changes to CAF policies and several other measures aimed at addressing sexual misconduct in the Canadian Armed Forces.
  • 2016 – 2017: Several former CAF members filed class action suits, claiming damages for gender discrimination, sexual harassment, and sexual assault in connection with their military service and/or employment with the Department of National Defence and/or Staff of the Non-Public Funds, Canadian Forces.
  • 2019: The parties involved in these class actions, now known collectively as Heyder-Beattie, negotiated a Final Settlement Agreement that was signed in July 2019, and approved by the Federal Court on November 25, 2019.
  • December 2021: The Treasury Board approved access to $66.56 million over 5 years for National Defence to implement the Restorative Engagement program within the Sexual Misconduct Response Centre.

Peer Support Initiative for CAF Members and Veterans (Transfer to Department of Veterans Affairs)

  • Robust and dedicated services for those affected by sexual misconduct are essential, and we encourage those who need help to ask for it. 
  • The Military Sexual Trauma Peer Support Program serves current and former Canadian Armed Forces members who have experienced sexual misconduct.
  • This program will offer models of peer support, including both face-to-face and online.
  • National Defence will implement this initiative alongside Veterans Affairs Canada, and as such, National Defence is transferring $837,472 to Veterans Affairs in these Estimates.
  • We will continue to listen to and learn from the lived experiences of survivors as we work to create meaningful, positive change within the Defence Team.

Key Facts

  • Budget 2021: Provided National Defence $41.3 million over five years, beginning in fiscal year 2021-22, to implement four initiatives related to gender-based violence:
    • Research on the prevention of sexual misconduct;
    • Responsive options for providing legal assistance to victims of sexual misconduct;
    • Peer support pilot program to be jointly offered with VAC; and,
    • Expansion and revision to the existing transfer payment program.
  • The Sexual Misconduct Response Centre is the overall lead for the peer support initiative.
  • Veterans Affairs Canada’s Mental Health Directorate is supporting and contributing to decisions.

Canadian Forces Health Care (Funding – Budget 2021)

  • National Defence recognizes that Canadian Armed Forces members have unique health needs.
  • That is why National Defence is requesting $25.6 million in funding to bolster our efforts to provide timely and quality health care services to all our members, wherever they are deployed.
  • This funding will help National Defence offset rising costs related to the provision of health care to our members and includes core health services capabilities that support deployed operations, and basic health care services.
  • These funds will also help offset the increased costs for purchasing supplemental health services from provinces and territories for our members, such as for surgeries and speciality care.  
  • National Defence recognizes that an appropriately funded military health care system has a positive impact on the morale and health of members, and contributes to our overall readiness.

Key Facts

Budget 2021:

  • To continue protecting the health and safety of the members who serve in the Canadian Armed Forces, especially during COVID-19, Budget 2021 announced $134.3 million over five years, starting in 2021-22, and $28.2 million per year ongoing.

Rising health care costs:

  • The Canadian Armed Forces maintains core health services capability to support deployed operations and to provide basic health care services domestically to members at bases, wings, and other units.
  • Supplemental health care services are routinely purchased from the provinces / territories, such as surgeries, hospitalization, and specialty care.
    • The increasing costs of purchasing these supplemental health care services have created ongoing funding pressures.
    • Between 2013-14 and 2020-21, supplemental health care services have had an average annual funding shortfall of $25 million.
    • In an effort to close this funding gap, Budget 2021 allocated new baseline funding.
  • The increases in costs are due to a number of factors:
    • Increased costs in the Canadian health care sector;
    • Changes in Canadian Armed Forces demographics, including impacts to the health system secondary to CAF recruiting and retention efforts; and
    • Increased promotion of health services to members.

Supporting CAF Women Health and Wellness:

  • To support women members’ unique health needs, the CAF is doing the following:
    • Making private lactation spaces available for members who wish to pump or nurse while on duty;
    • Implementing a new reimbursement program for maternity and nursing uniform T-shirts; and,
    • Releasing a Total Health and Wellness Strategy, which includes a Women’s Health Framework.
  • The Total Health and Wellness Strategy was released on March 4, 2022.
    • The Strategy brings together and builds upon existing health and wellness strategies, programs, and services, and lays the foundation for a more comprehensive approach to health and well-being that takes into account factors both inside and outside the workplace.
  • The Canadian Armed Forces has also established new types of compassionate leave to enable members to take leave for situations of pregnancy or adoption loss, and family violence.

Renovation and Expansion of the Health Services Centre (Funding)

  • We are committed to ensuring the delivery of quality and holistic health care to all Canadian Armed Forces members.
  • That is why National Defence is requesting $9.6 million in these Estimates to renovate and expand the Health Services Centre in CFB Valcartier.
  • This funding will provide for a newly renovated and fully integrated health care facility that will improve the delivery of dental, physiotherapy, and mental health services to Canadian Armed Forces personnel in Valcartier.
  • National Defence will continue to prioritize the health of our personnel.

Key Facts

  • Current health care services at Valcartier Garrison are distributed across different buildings throughout the base and require modernization and centralization. 
  • To address this, the project will:
    • Renovate and construct a new addition to the existing Health Services Centre; and,
    • Demolish the old dental and preventative medicine buildings. While both dental and preventative medicine will move into the new addition, the preventative medicine unit will need to move to temporary facilities during construction to make room for the new addition.

Financial Community Development Programs (Transfer to Treasury Board Secretariat)

  • National Defence is committed to recruiting, retaining and promoting Defence Team members that reflect Canada’s diversity.
  • As part of these efforts, National Defence promotes development programs, targeted staffing initiatives, as well as inclusion and diversity initiatives.
  • National Defence is transferring approximately $8,000 in funding to the Treasury Board Secretariat to support whole-of-government developmental and recruitment programs for financial trades within the Government of Canada.
  • These programs promote diversity, equity, and accessibility in the Government’s hiring practices, including those of National Defence.

Key Facts

  • Federal departments, including National Defence, contribute to the funding and the development of these programs, which are delivered by the Treasury Board Secretariat.
  • Specifically, the $8,000 funding will be used to:
    • Staff positions at the Treasury Board Secretariat, which will be responsible to develop and lead these programs.

Compensation and Benefits for the Canadian Armed Forces (Funding)

  • In these Estimates, we are seeking approximately $8.5 million in funding to improve the compensation, recruitment, retention, and transition of Canadian Armed Forces members.
  • In order to attract and retain highly qualified candidates in specialized trades, a revised pay structure applicable to Canadian Armed Forces pilots was approved to better align with the pay of civilian pilots.
  • Additionally, new pay structures for Special Operations Forces and Search and Rescue occupations were also approved to ensure they are properly compensated for the unique hazards they face in their employment.
  • Not only will this increase retention of these occupations, but also eliminate the pressure to avoid seeking medical attention for fear of losing associated allowances.

Key Facts

  • Funding being requested is required to fund:
    • The amended pay structure of the Canadian Forces pilot pay ($5.5 million);
    • The new pay structure for Special Operations Forces occupations (statutory EBP only); and
    • The new pay structures for Search and Rescue Technicians ($3.1 million).
  • Pay rates for Special Operations Forces and Search and Rescue Technicians occupations: Seeks to increase retention of members of these occupations and eliminate the pressure on some individuals to avoid seeking medical attention for fear of losing access to an allowance.

Long-Term Disability and Life Insurance Plan (Funding)

  • National Defence acknowledges that military service places a unique demand on its members and their families.
  • The Service Income Security Insurance Plan – or the SISIP Policy – provides financial and insurance services and products to Canadian Armed Forces members, veterans, and their families.
  • This includes life insurance, long-term disability coverage, insurance benefits and financial planning, counselling and education services.
  • In these Estimates, National Defence is requesting $108.9 million to augment the SISIP Policy funding as a result of the retroactive CAF economic increase, beginning in 2018-2019.
  • Part of this funding will be used for one-time, retroactive payments to members whose salaries have increased since their release on long-term disability benefits.
  • This will ensure that these members receive the money they are entitled to as per the retroactive salary increase.
  • This pay raise for members on long-term disability is a direct result of the recent increase to Canadian Armed Forces rates of pay, which also matches the increases received by the Federal Public Service.

Key Facts

  • Treasury Board Canada transferred National Defence the financial management responsibilities for the SISIP program in April 2019.
  • This transfer of responsibilities has:
    • Clarified accountabilities for the Canadian Armed Forces’ group benefits
    • Improved decision making by streamlining financial responsibilities and policy decisions under one department, and strengthens compliance.
  • The $108.9 million request will be used for:
    • Retroactive claim payment due to pay rate increase ($15M one time);
    • Increase in Disabled Life Reserve ($67.8M – one time);
    • Premiums associated with the additional funding of the Long Term Disability plan ($2.2M – one time);
    • Taxes associated with the additional funding of the Long Term Disability plan ($1.4M – one time);
    • Increase to the Department of National Defence’s Vote 15 for the Government’s share of the increase in premiums ($23.3M – ongoing); and
    • Manulife’s administration fees to administer the approximately 5,450 retroactive salary adjustments ($0.3M – one time).

CAF Bilingualism

  • Bilingualism is a cornerstone of our national identity and is an asset to the Defence Team’s operational effectiveness.
  • That is why National Defence continues to foster the use of both French and English in our daily operations.
  • This includes providing French and English training to Canadian Armed Forces members through programs and services across Canada.
  • Every year, our bilingual facility in St-Jean offers training in both official languages on academics, military leadership and physical fitness.
  • We also provide services in both languages to meet the needs of our members and their families as they progress throughout their career.
  • National Defence will continue working to promote and leverage the bilingualism within its ranks and reflect the diversity and expertise of all Canadians.

Key Facts

  • Total bilingual Canadian Armed Forces organisations/units: 336.
    • This includes 180 bilingual organisations/units in unilingual regions.
  • 2017: National Defence and the Canadian Armed Forces published the Official Languages Action Plan.
  • 2015: National Defence and the Canadian Armed Forces published the Official Languages Strategy.
  • National Defence and Canadian Armed Forces members deliver bilingual services to the Canadian public through its search and rescue coordination centres, public affairs offices and recruiting centres.

Page details

Date modified: