PaCE Turns One! Highlights and Improvements
March 4, 2024 - Defence Stories
As we enter the Performance Appraisal Reports (PAR) production season, here are updates from the Performance and Competency Evaluation (PaCE) team. The first PAR cycle was a significant collective achievement. After listening to feedback from across the CAF, we are introducing changes to improve the system.
Highlights from 2022/2023 PAR reporting period
Here are some highlights from the 2022/2023 PAR reporting period:
- Over 51,000 Performance Appraisal Reports were produced.
- The average total PAR score for the CAF was 76.15 out of 100, which includes 60% for performance and 40% for the potential.
- 63% of CAF members received a performance rating of “Meets Leadership Expectations”.
- PARs were successfully introduced into the Regular Force National Selection Boards for promotion. This included over 104 selection boards that reviewed over 16,000 files.
These results are a positive indication that we are moving towards recalibrating our appraisal process to be more realistic and honest. Each CAF member should receive an evaluation that will provide them opportunities to grow, where constructive feedback helps them to identify areas of strength they can leverage, as well as areas that require their attention to develop and progress during their career.
Improvements coming to PaCE
The following are some of the changes recently announced. You can find the full list of improvements in CANFORGEN 025/24.
Q1. Will the Performance Appraisal Report (PAR) Module be unlocked earlier in Monitor MASS?
The PAR Module will be unlocked March 1 instead of March 15.
Q2. Has the minimum observation period to receive a PAR changed?
The minimum period of observation for Regular Force, Class B, or Class C Reserve Force will now be 60 working days rather than 60 calendar days. Primary Reserve Class A members must have performed duty or trained regularly and participated in unit activities over a period of at least 60 calendar days for their competencies to effectively be observed for assessment.
Q3. What are the changes for member’s assigned to training, holding or miscellaneous lists?
A PAR Exemption shall be used when a CAF member is assigned to training, holding or miscellaneous lists and their performance has not been observed for at least 60 working days. The PAR Exemption must be completed by the losing unit or last employing unit before the member’s departure.
Q4. What are the changes for members promoted during the reporting period?
A CAF member promoted between January 1 and March 31 of the reporting year will receive a PAR in the substantive rank held on March 31 only if there has been at least 60 working days of observation on the member. Otherwise, they will receive a PAR Exemption.
Q5. Are any changes being made to the evaluation of Potential?
Yes. For 2023/2024 and beyond, PAR with a performance rating of "Meets Leadership Expectations" or above will now be seen on Potential Evaluation Boards (PEB). This means that more members will be assessed on their Potential. This will be added to their total PAR score where Potential is worth 40%.
Q6. Are there any changes with the Inclusive Behavior rating (IBR)?
Yes. The color rating system will change from red, no color, and green to red, light green, and dark green. Light green meaning that the member demonstrates inclusive behaviors and is encouraged to continue self-reflection to recognize other actions that foster an inclusive, psychologically safe work environment. Supervisors must have a discussion with their members about their IBR and ask them to review CFMPI 03/21, and particularly its annex C – Aide-memoire on Inclusive Behaviors – that provides good examples related to CAF Competency Dictionary.
Q7. What about PAR Exemptions specifically for maternity/paternity leave that may lead to bias?
To reduce any potential bias, PAR Exemptions for maternity/paternity (MATA/PATA) leave will be included within a more generic category of PAR Exemptions for leave without pay (LWOP).
Q8. Are there any changes for members posted to Canadian Armed Forces Transition Group?
CAF members posted to Canadian Armed Forces Transition Group for their release or with Medical Employment Limitations that preclude them from a return to duty program will receive a PAR if there has been at least 60 working days of observed performance. Otherwise, they will receive a PAR Exemption. The PAR or PAR Exemption must be completed by the losing unit prior to the member’s departure.
Upcoming deadlines and reminders
Remember that:
- All feedback notes must be acknowledged and completed before the end of the reporting period, which ends on March 31
- PAR writing is now available starting March 1
- All PAR processes must be completed, debriefed, and signed before June 15.
The primary point of contact for PaCE-related questions is the unit PaCE manager or the L1 PaCE OPI. Requests for clarification and interpretation of acting Chief of Military Personnel policies can be sent to the Administrative Response Centre (ARC) (CMPARC.CRACPM@forces.gc.ca). For additional resources and training, please visit the Performance and Competency Evaluation (mil.ca) (Only accessible on the Government of Canada network) or Performance and Competency Evaluation (PaCE) (forces.gc.ca)
Additional resources
- Performance and Competency Evaluation (PaCE) (forces.gc.ca)
- Performance and Competency Evaluation (mil.ca) (Only accessible on the Government of Canada network)
- Video link