Personnel

Military Housing and Cost of Living Supports

(Includes lines on Shelter Charge Adjustments)

Key Facts

Details

Affordable Housing (Budget 2024)

• Budget 2024 indicates that the government is exploring the redevelopment of National Defence properties in Halifax, Toronto, and Victoria that could be suitable for both military and civilian uses.
• It also states that National Defence is working with Canada Lands Company and other partners to divest 14 surplus properties that have potential for housing and are not needed for National Defence operations. These properties include:
  • The Amherst Armoury in Amherst, Nova Scotia;
  • 96 D’Auteuil and 87 St-Louis in Québec City, Quebec;
  • The National Defence Medical Centre in Ottawa, Ontario;
  • The HMCS Armoury in Windsor, Ontario; and,
  • The Brigadier Murphy Armoury in Vernon, British Columbia

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Military Housing Investments

• A full breakdown of new residential units built since 2018 is included below:

-	FY 18/19	FY 19/20	FY 20/21	FY 21/22	FY 22/23	FY 23/24	Total
BORDEN	-	-	12				12
COMOX	-	-	12	-	-	12	24
KINGSTON	-	-	-	2	-	-	2
MOOSE JAW	6	-	-	-	-	-	6
SHILO	-	-	-	-	8	6	14
TRENTON	10	-	-	-	-	-	10
Total	16	-	24	2	8	18	68

• In 2023, National Defence committed to investing $475 million over ten years (2023-24 to 2032-33) in the housing portfolio. As part of commitments under Our North, Strong and Free, an additional $295 million will be invested over the next 20 years (2024-25 to 2043-44) to build new infrastructure, renovate existing housing, and create a Canadian Armed Forces housing strategy.
• These investments in the housing portfolio will allow National Defence to construct 650 residential housing units in those areas with the greatest need. The plan is to build higher-density buildings, such as new apartment buildings and multi-unit dwellings, to make better and more efficient use of land and infrastructure.
• This work is currently underway, including:
  • The construction of two 6-unit apartment buildings at 3rd Canadian Division Support Base Edmonton. The construction contract was recently awarded, and construction is planned to begin this Spring. We are also accelerating the next two phases, to begin four additional apartment buildings (6 units each), which are expected to begin construction later this year, pending contract award.
    • These units will be the first net-zero-ready apartment buildings constructed by National Defence.
  • The designs for new 6-unit apartment buildings in CFB Kingston and CFB Borden are currently being developed, with construction anticipated to begin in 2025-2026.
  • Pre-construction planning, siting and design work is underway for additional construction projects in CFB Kingston, CFB Borden, CFB Esquimalt, 8 Wing Trenton, CFB Petawawa, CFB Gagetown, CFB Valcartier, CFSU(O) Ottawa-Gatineau, and CFB Halifax. Detailed projected timelines for construction at these locations are still in development.

Shelter Charge Adjustments

• For 2024-2025, the national average shelter charge is $972, which represents an increase for current occupants of National Defence residential housing units of 4.2%, or approximately a $37 per month with rent control limits applied.
• Details of specific provincial and territorial adjustments are as follows:

Province	Rented Accommodation CPI % changes to be applied for 1 April 2024	2024 Provincial Rent Control Limits
British Columbia	5.8%	3.5%
Alberta	6.4%	N/A
Saskatchewan	2.1%	N/A
Manitoba	6.0%	3.0%
Ontario	6.8%	2.5%
Quebec	6.5%	N/A
New Brunswick	5.0%	N/A
Nova Scotia	9.3%	5.0%
Newfoundland and Labrador	8.3%	N/A
Northern Regions (Yellowknife and Iqaluit)	5.8%	N/A

Cost-of-Living Supports

• Affordable Childcare – Our North, Strong and Free committed $100 million to improve members’ access to affordable childcare at bases across the country. Childcare is already available at 27 of 32 bases and wings’ Military Family Resource Centres; however, their services are often limited or run by provincially incorporated non-profit organizations. Details of how this funding will be allocated across bases is still being determined.
• Canadian Forces Housing Differential (CFHD) – The CFHD replaces the Post Living Differential (PLD) and took effect on July 1, 2023. Whereas PLD was based on general cost-of-living (i.e., housing, groceries, transportation, childcare costs, etc.) in the geographical area, compared to Ottawa/Gatineau, CFHD provides varying degrees of financial assistance toward housing at each place of duty.
  • It is estimated that about 28,000 CAF members will qualify for CFHD.
• Provisional Post Living Differential (PPLD) – The PPLD took effect July 1, 2023, and will ease the transition from PLD to the CFHD. The 15-year rate freeze of PLD created an environment where members became accustomed to the allowance when cost-of-living stressors were eased through pay increases and local economic factors.
  • The PPLD will cease on June 30, 2026.
• Pay Increases – In 2023, general service officers (Lieutenant-Colonel and below), pilots, medical and dental officers, and all non-commissioned members received a 12% pay increase over 4 years (from 2021 to 2024). Meanwhile, Colonels, Generals and Flag Officers received a 13% pay increase over 4 years (from 2022 to 2025).

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Culture Evolution, Bill C-66, and Supports and Resources for Survivors

Key Facts

Details

Snapshot of Culture Evolution Initiatives

• Culture Evolution Framework: The Framework, informed by academic research and the lived experience of Defence Personnel, establishes a standard to connect and integrate both existing initiatives and new efforts to build a healthy culture aligned with our values.
• Culture Evolution Strategy and GBA Plus Enterprise Approach: CPCC has collaborated with external experts and organizations across the Defence Team to develop a Culture Evolution Strategy that embeds enterprise-wide intersection analysis in the way that we plan, work, and make decisions, through the use of GBA Plus. The Strategy provides a consistent, values-aligned approach for coordination and analysis of new initiatives, policies, programs, and practices down to the team level.
• Public Online Database: Drawing from existing databases and surveys, the Conduct and Culture Data Centre will provide culture evolution-related information, including a list of existing research and studies, as well as policies and directives related to culture across the Defence Team.
• Anti-Racism Strategy: In response to the Minister’s Advisory Panel Report on Systemic Racism and Discrimination, National Defence is developing an Anti-Racism Strategy.
• Anti-Racism Toolkit and Resource Hub: This resource point provides guides, tip sheets, and activities to help stimulate ongoing dialogue among Defence Team members and accelerate culture evolution.
• Selection Process: A new degree of rigour and science has been added to senior leader selection to include evidence-based assessments of character and increased verification of candidates’ past for misconduct.
• Advice Committee: On an ad-hoc, as-needed basis, a select group of internal subject matter experts in National Defence operations, programs, policies, and/or conduct may be assembled to provide objective, impartial, non-binding advice to leadership on contentious or complex CAF cases related to conduct deficiencies.
• Workplace Reintegration Framework V2: This Framework provides guidance to leaders at all levels for the accountable and safe workplace reintegration of any CAF member involved in allegations, investigations, and findings related to conduct deficiency.
• DAG Secretariat: To elevate and support the voices of our Defence Advisory Groups, a secretariat was established to provide these volunteer members of the Defence Team with the support they need to conduct their valuable work.

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Resources for Survivors
Sexual Misconduct Support and Resource Centre (SMSRC)

• The SMSRC’s toll-free support line is 1-844-750-1648.
• May 2023: The SMSRC expanded its services beyond current and former Canadian Armed Forces (CAF) members and Department of National Defence (DND) public service employees to include Cadets, Junior Canadian Rangers, and family members of the wider Defence community.
• December 2023: Statistics Canada released the results of the 2022 Survey on Sexual Misconduct in the Canadian Armed Forces (SSMCAF). This is the third survey in the series, with previous iterations in 2016 and 2018. Compared to the results of the 2018 SSMCAF:
  • The prevalence of sexual assault has increased overall. This includes the prevalence of sexual attacks, unwanted sexual touching, and sexual activity where the individual was unable to consent. Approximately 3.5% of Regular Force members reported being sexually assaulted in the military workplace or by fellow military members in the 12 months preceding the study. This represented an increase from 1.6% in 2018.
  • The prevalence of Regular Force members who experienced sexualized and discriminatory behaviours has increased. The prevalence for all 15 behaviours measured by the survey increased.

Supports for Victims

• A victim can request that a Victim’s Liaison Officer (VLO) be appointed to assist them until their case is transferred to civilian jurisdiction.
• VLOs are responsible for providing information about the Military Justice System and the Declaration of Victims Rights.
• 59 VLOs have been trained to date, and 27 cases have been managed since the program was launched in June 2022.

Response and Support Coordination Program

• The Response and Support Coordination Program was launched in 2019 to provide active CAF members who have experienced sexual misconduct with an assigned and dedicated Coordinator. This has since expanded to support all clients of the SMSRC.
• Coordinators are civilian counselors who provide a number of support services, including:
  • Contacting internal and external organizations to advocate for members.
  • Completing forms, helping members prepare for court and supporting members in completing police interviews.
  • Supporting members in navigating and accessing health services.

Community Support for Sexual Misconduct Survivors Grant Program

• The SMSRC Grant Program was established to broaden the range of support services available to those in the wider Defence community and to increase collaboration between National Defence and community-based organizations.
• Most funded projects are unique. Some are undertaken by organizations that offer specialized services, for example, for women, men, Indigenous peoples and 2SLGBTQI+ individuals.

Peer Support Groups

• In partnership with Veterans Affairs Canada (VAC), SMSRC offers peer support programs for those that have been affected by sexual misconduct:
  • Formal Peer Support Group – Provides a space for healing and connection amongst peers affected by sexual misconduct and/or military sexual trauma using prepared, educational material.
    • A trained peer supporter with personal experience of sexual misconduct and/or military sexual trauma leads each session, along with an SMSRC/VAC mental health professional.
  • Informal Peer Support Group – Offers a place for individuals affected by sexual misconduct and/or military sexual trauma to connect and explore healing among peers in a drop-in, confidential space.
    • Trained peer supporters will lead each session. 

Independent Legal Assistance (ILA) Program

• The ILA program aims to facilitate access to legal information, legal advice, and legal representation to enable people to make informed decisions based on their specific circumstances, needs, and goals.
• The ILA program is available to individuals that have experienced sexual misconduct within a DND/CAF environment.
• The first phase of the program provides reimbursements of eligible legal expenses incurred by individuals on or after April 1, 2019, as a result of experiencing one or more incidents of sexual misconduct. This is an important step in addressing recommendation 14 of the Independent External Comprehensive Review conducted by former Supreme Court Justice Louise Arbour.
• Reimbursements for eligible expenses will be provided while the SMSRC continues to develop the long-term program model in consultation with key partners, including people who have experienced military sexual misconduct.

Canadian Armed Forces Readiness

Key Facts

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Details

Readiness Levels

• The 2024-25 Departmental Plan outlines the Canadian Armed Forces (CAF)’s current readiness levels, as well as its objectives for the next fiscal year.
• Notably, the Departmental Plan highlights that in fiscal year 2022-23, only 61% of force elements were ready for operations in accordance with established targets. This represented a decrease of 10%, compared to fiscal year 2021-22.
  • The Plan sets a target for 90% of force elements to be ready for operations by 31 March 2025.
• Further, the Plan also outlines the readiness levels of each environment (Land, Air, and Sea). Readiness across all three environments has decreased over the last three fiscal years, with aerospace fleets being the least prepared of all three environments.

Current Trained Effective Strength

• As of 31 January 2024, the Trained Effective Strength (Regular Force) and post-Operational Functional Point (OFP) of members (Primary Reserve) of the Army, Navy, and Air Force, broken down by component, are as follows:

-	Regular Force	Primary Reserve
Royal Canadian Navy	8,561	3,045
Canadian Army	28,624	16,817
Royal Canadian Air Force	15,650	2,162
TOTAL	52,835	22,024

Increasing Readiness

• Training – To increase all domain integration, interoperability, and engagement between Canada and other nations, the CAF will conduct and participate in training scenarios in domestic, continental, and international contexts in support of force readiness.
  • For example, the CAF has recently participated in Exercise STEADFAST DEFENDER 24 in Europe, and will contribute to Exercise RIMPAC 24 in the United States and KEEN SWORD in the Indo-Pacific region, as well as a number of other multilateral exercises over the coming year.
• Recruitment – To ensure that the CAF can continue to force generate capable and ready forces, National Defence will continue to prioritize reconstitution efforts, as well as recruitment and retention initiatives.
  • The number of persistently deployed personnel on existing expeditionary operations is anticipated to rise from 1,150 to nearly 2,000, as a result of Canada’s heightened commitment to Operation REASSURANCE, which is set to escalate to a Brigade-level deployment starting in fiscal year 2024-25.
  • This will extend the Canadian Army to its maximum sustainable capacity, necessitating continued reliance on contributions from the Army Reserve for both domestic and expeditionary operations.
  • In order to meet this need, the CAF will continue to implement the Soldier Readiness Policy-Reserve, which is a set of standards to ensure that Army Reservists have the highest possible readiness for service.
  • Additional recruitment and retention initiatives can be found in the Recruitment, Retention and Reconstitution note.
• Equipment – To ensure that the CAF is ready to conduct concurrent operations from an equipment and materiel readiness perspective, National Defence will continue to prioritize initiatives that focus on improved materiel readiness.
  • The Modernization and Integration of Sustainment and Logistics project, the Automatic Identification Technology project, and the Materiel Planning and Forecasting project will all improve materiel accountability, cost savings, and the resilience of the supply chain.
  • National Defence is also working with industry and government partners to streamline the defence procurement process and implement more agile and innovative procurement approaches.
  • This includes efforts to strengthen the capacity of its procurement specialist workforce, in order to ensure that it has the capacity and the expertise necessary to advance procurement projects.

Recruitment, Retention, Reconstitution

Key Facts

Details

Indigenous Recruitment

• National Defence implements a broad range of proactive and targeted recruitment programs aimed at increasing the representation of Indigenous Peoples in the CAF. These programs and initiatives include:
  • The CAF Indigenous Entry Program: A three-week hands-on experience program for Indigenous Peoples who are considering a career in the CAF.
  • The Indigenous 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; Notably, it is the only Indigenous program focused on developing potential officers. Participants are enrolled into the Regular Force as Officer Cadets.
  • Primary Reserve Indigenous Summer Programs: Multiple six-week paid programs available, which integrate cultural teachings with military training. Participants who successfully complete a program are granted the CAF Army Reserve Basic Military Qualification.

Recruitment of Permanent Residents

• The Canadian Forces Recruiting Group accepts trained applicants from foreign militaries. These applicants include pilots, logistics officers, infantry officers and other skilled professionals, who may become enrolled in the CAF if they have permanent resident status in Canada.
• This enables other permanent residents, who meet the same criteria as Canadian citizens to enroll in the CAF as new recruits or officer cadets.

Naval Experience Program

• The Naval Experience Program (NEP) offers Canadians the opportunity to experience Navy as a sailor for a one-year contract and provide them with exposure to a variety of naval trades before deciding if a career in the Navy is the right fit for them.
• Participants receive the same pay and benefits as any other CAF recruits.
• After the one-year contract, participants can choose to continue to serve with the RCN, either full-time or part-time, transfer to another element, or leave the RCN.
• As of February 22, 2024, there were 1,375 prospective applicants to the NEP program. These are individuals who have submitted an online application form. As of this same date, 146 NEP sailors have been enrolled.

Recruitment Digital Modernization Initiative (ReMit)

• In response to recruiting challenges, National Defence has sought to create a modern, agile and human-centric recruitment system.
• Full rollout of this system is expected for the first quarter of the 2024-25 fiscal year.
• Some updates to the system expected through this initiative include:
  • Online personality inventory tests to enable the conduct of many steps without having to visit a recruiting centre.
  • Automated text message reminders to notify applicants of their file status, next steps and any items they need to complete.
  • Multi-select tool will enable recruiters to process multiple similar files at the same time, reducing the time it takes to complete repetitive tasks.

2023 Pay Increases

• General service officers (Lieutenant-Colonel and below), pilots, medical and dental officers and all non-commissioned members received a 12% pay increase over 4 years (2021-2024).
• Effective April 1, 2023, the majority of non-commissioned members received an additional pay raise in recognition of their increased job complexity.
• Colonels, Generals and Flag Officers received 13% pay increase over four years, in line with other Government of Canada Executives (2022-2025).

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