CDS Directive for the Termination of OPERATION HONOUR

Distribution List

9 May 2022

CAN UNCLASSIFIED
Chief of the Defence Staff

References:

  1. Letter from the Acting Chief of the Defence Staff, 24 March 2021
  2. Collection of the Operation HONOUR Lessons Learned, 10 December 2021
  3. Conduct and Culture, Pathways to Progress Summary Placemat, 11 Sep 2021
  4. External Review Report into Sexual Misconduct and Sexual Harassment in the Canadian Armed Forces, 27 March 2015
  5. 2018 Fall Reports of the Auditor General of Canada, Report 5 – Inappropriate Sexual Behavior – Canadian Armed Forces, 14 September 2018

Situation

  1. (U) General. As stated in Ref A, Operation HONOUR has culminated. The operation must be critically analyzed to identify and understand its successes and failures, and to develop a deliberate plan as the Defence Team moves forward with a renewed focus on effecting culture change. The knowledge gained during Operation HONOUR provides a valuable foundation for the Defence Team as it continues to address sexual misconduct within the institution.
  2. (U) Since 2015, the Canadian Armed Forces (CAF) has made steady progress, implementing a range of programs, policies and practices intended to address sexual misconduct and, most importantly, the provision of support to members who have been impacted by sexual misconduct. Through Operation HONOUR, the CAF has:
    1. Enhanced support for those affected by sexual misconduct by establishing the independent Sexual Misconduct Response Centre (SMRC), which offers confidential, 24/7 support to CAF members, and recently expanded to CAF veterans as well as DND public servants;
    2. Increased the awareness of sexual misconduct, and its effects on the organization and its personnel;
    3. Developed and delivered Training and Education, at all levels of the organization, on the subject of sexual misconduct and its effects;
    4. Published DAOD 9005-1 Sexual Misconduct Response and clarified policies, procedures, definitions and responsibilities relating to sexual misconduct;
    5. Implemented a tracking system for reported incidents of sexual misconduct in order to better understand the scope of the problem and to identify areas where more concerted efforts are required;
    6. Established 16 Conflict and Complaint Management Services offices under the Integrated Conflict and Complaint Management (ICCM) Program to provide support for members reporting, or affected by conflict resulting from, sexual harassment;
    7. Established six Military Police Sexual Offence Response Teams (SORT) to increase investigational capacity and expertise in sexual assault cases; and
    8. Improved victim support for military justice proceedings.
  3. (U) Operation HONOUR brought the issue of sexual misconduct to the forefront within the CAF, and served as the organization’s immediate response to addressing its harmful impacts on our culture and our people. Operation HONOUR made it very clear that sexual misconduct will not be tolerated, and that the chain of command is to be fully engaged in ensuring such behaviour ends. At the same time, it created space for important discussions and further action, most notably on matters of CAF culture.
  4. (U) Problem Definition. Despite Operation HONOUR’s numerous initiatives, the issue of sexual misconduct persists in the CAF. The required culture change has not been achieved, and the CAF must embark on fundamentally new approaches to address the root causes of all forms of systemic misconduct, which includes sexual misconduct.
  5. (U) In April 2021, the Chief, Professional Conduct and Culture (CPCC) was announced and charged with developing culture change strategies for the Defence Team as a whole. These strategies will be aimed at addressing all forms of systemic misconduct. The culture of the Defence Team must continuously adapt to changes in our environment and society; therefore, addressing systemic misconduct cannot have an end-state. As such, it is necessary to officially close out Operation HONOUR before initiating any new Defence Team approaches.
  6. (U) Assumptions. For the purpose of this directive, the following assumptions will apply:
    1. Any new Defence Team approach shall consider the emerging recommendations by the Independent External Comprehensive Review (IECR);
    2. The SMRC will continue to be an independent DND entity external to the CAF providing:
      1. Support to those affected by sexual misconduct;
      2. Advice to the CAF on Training and Education content aimed at preventing and responding to sexual misconduct; and
      3. Impartial monitoring of the progress in how the CAF addresses sexual misconduct.
    3. Operation HONOUR Lessons Learned (Operation HONOUR LL) and its subsequent recommendations shall be incorporated into the future Defence Team efforts to aid in eliminating all aspects of systemic misconduct.
  7. (U) Limitations:
    1. Constraints:
      1. Consult internal and external stakeholders involved in Operation HONOUR to include their perspectives;
      2. As identified and tasked at Ref B, work within the Defence Lessons Learned System (DLLS) to ensure CAF LL Coordinators are engaged, supported, and aware of how to facilitate Operation HONOUR LLs; and
      3. All current programs and policies associated with Operation HONOUR shall continue to be in effect until renamed, amended or replaced via formal review process.
    2. Restraints:
      1. The termination of Operation HONOUR shall not reduce or eliminate any of the support systems or services provided to those affected by sexual misconduct, or the chain of command, until they are formally transitioned.

 

Mission

  1. (U) The CAF will set the conditions to terminate Operation HONOUR while facilitating the development and implementation of existing and future Defence Team culture strategies aimed at addressing all forms of systemic misconduct.

 

Execution

  1. (U) CDS Intent. I intend to deliberately terminate Operation HONOUR while continuing to prevent and address sexual misconduct. This will be achieved through the sequenced collection of lessons learned, policy amendments, updates to training and education programs and necessary communications. These actions will set the conditions to assist in the development of an integrated and comprehensive Defence culture strategy aimed at not only preventing and addressing sexual misconduct, but all systemic misconduct within the Defence Team.
  2. (U) Scheme of Manoeuvre. The execution of the termination of Operation HONOUR will be conducted in four phases:
    1. Phase 1 – Operation HONOUR LL Process;
    2. Phase 2 – Planning and execution of tasks;
    3. Phase 3 – Termination Order issued; and
    4. Phase 4 – Transition to the Defence Team Culture Strategy.
  3. (U) End state. The termination of Operation HONOUR will be achieved once the following conditions have been met:
    1. Operation HONOUR LL are captured, analyzed and reported;
    2. The termination of Operation HONOUR has been reflected in:
      1. Policies, including but not limited to directives, DAODs and CANFORGENS;
      2. Training and Education materials; and
      3. Communication products.
    3. The termination of Operation HONOUR supports the delivery of the new Defence Team Culture Strategy being developed by CPCC, expected to be released by end 2022.
  4. (U) Tasks.
    1. Common to all L1s:
      1. Remove nomenclature and reference to Operation HONOUR and OPHTAS in all products and programs, including website content;
      2. Replace all Operation HONOUR graphic elements with graphics incorporating the new visual identity for sexual misconduct as made available by CPCC;
      3. Update orders, directives and guidance:
        1. To reflect the termination of Operation HONOUR; and
        2. For a transition to CPCC and its functional authorities.
      4. Provide Operation HONOUR LL to CPCC via the DLLS as directed at Ref B.
    2. CPCC:
      1. Once Operation HONOUR LL observations have been captured, as directed in Ref B, they must be reviewed and analyzed, with selected recommendations integrated into the future Defence Team approach to addressing systemic misconduct. CPCC is developing the Defence Culture Strategy and will:
        1. Enable and continue to support strategies that are effective; and
        2. Retire Operation HONOUR initiatives that do not effectively contribute to current or future Defence Team culture strategies.
      2. Amend DAOD 9005-1 Sexual Misconduct Response, Training & Education material, communication and promotional material, including website content, for the removal of Operation HONOUR nomenclature while capturing necessary changes for the implementation of the Ref C Declaration of Victims’ Rights (Bill C-77);
      3. Amend OPHTAS nomenclature and transition to the Sexual Misconduct Incident Tracking System (SMITS);
      4. Review Operation HONOUR Op Order and associated Frag Orders:
        1. Identify completed and outstanding tasks;
        2. Coordinate with SJS and Canadian Forces Integrated Command Centre (CFICC) to update associated sexual misconduct reporting processes, including Commander’s Critical Information Requirements (CCIRs) and Significant Incident Report (SIR) formats; and
        3. Issue updated direction and guidance as required.
      5. Produce a Post-Op Report on Operation HONOUR. This report will contain as a minimum:
        1. A review of the Operation HONOUR Strategic Campaign Plan (CP) and recommendations to CPCC for its amendment and alignment with the Defence Team Culture Strategy;
        2. Generate a Performance Measurement Framework report of the CP;
        3. Update all progress on External Review Authority reports, including the recommendations from the Ref D (2015) and Ref E (2018) reports; and
        4. Summary Report of the Operation HONOUR LL collected from the CAF.
      6. Develop and implement a research program, in support of the CPCC mandate, to lead a fundamental transformation in the way systemic misconduct is understood and addressed in DND and the CAF.
    3. CFMWS/CPCC:
      1. Work with the SMRC to update Respect in the CAF workshop accordingly to reflect the termination of Operation HONOUR.
    4. ADM(PA)::
      1. BPT support internal and external messaging on the termination of Operation HONOUR;
      2. Develop new visual identity for the topic of sexual misconduct; and
      3. Provide advice and support on the transition of the Operation HONOUR website to the Defence Team sexual misconduct website.
  5. (U) Coordinating Instructions:
    1. Operation HONOUR LL. LL will be collected via the DLLS as directed in Ref B;
    2. Web content, products and visual identity.
      1. See Annex B for guidance on addressing Operation HONOUR web content and removing or replacing Operation HONOUR nomenclature; and
      2. See Annex C for guidance on addressing Operation HONOUR visual identity and graphics.
    3. OPHTAS. OPHTAS shall be replaced by SMITS;
    4. Key dates and timings.
      1. Phase 1: 20 December 2021 to 31 March 2022;
      2. Phase 2: by 30 June 2022;
      3. Phase 3: Termination Order to be issued NLT 30 June 2022; and
      4. Phase 4: Transition to the Defence Team Culture Strategy, to be released by the end of December 2022.
    5. Reports.
      1. CPCC/DGPCD to publish Post-Op report by end 2022.

Concept of Support

  1. (U) Finance. All costs, if any, will be borne internally by L1s.

Command

  1. (U) Supported Commander:
    1. CPCC.
  2. (U) Supporting Commanders and Group Principals:
    1. All CAF/DND L1s.
  3. (U) POCs:
    1. CPCC:
      1. Director General Professional Conduct and Development (DGPCD) – Cmdre J. Olivier, jacques.olivier@forces.gc.ca; and
      2. DGPCD COS – Col W. Niven, wayne.niven@forces.gc.ca.
    2. CPCC PA:
      1. DGPCD PA Manager – Heather Ormerod, heather.ormerod@forces.gc.ca.

 

Distribution List

Action

  • VCDS
  • CDRNORAD/DCDRNORAD
  • SJS DOS
  • Comd RCN
  • Comd CA
  • Comd RCAF
  • Comd MILPERSCOM
  • Comd CJOC
  • Comd CFINTCOM
  • Comd CANSOFCOM
  • Comd CPCC
  • JAG
  • DComd JFC Naples
  • ADM(DIA)
  • ADM(Pol)
  • ADM(Mat)
  • ADM(Fin)/CFO
  • ADM(IE)
  • ADM(HR-Civ)
  • ADM(IM)
  • ADM(DRDC)
  • ADM(RS)
  • ADM(PA)
  • DND/CFLA
  • Corp Sec
  • SJS DGO/DGP

Information

 

Annex A: References

  1. Letter from the Acting Chief of the Defence Staff, 24 March 2021
  2. Collection of the Operation HONOUR Lessons Learned, 10 December 2021
  3. Directive for the Institutionalization of the Operation HONOUR Tracking and Analysis System (OPHTAS), 16 September 2019
  4. External Review Report into Sexual Misconduct and Sexual Harassment in the Canadian Armed Forces, 27 March 2015
  5. 2018 Fall Reports of the Auditor General of Canada, Report 5 – Inappropriate Sexual Behavior – Canadian Armed Forces, 14 September 2018
  6. 2021 CDS/DM Initiating Directive for Professional Conduct and Culture, 30 April 2021
  7. The Path to Dignity and Respect – the CAF Response to sexual misconduct
  8. National Defence News Release – New Initiatives to Advance Culture Change for Canada’s Defence Team, 29 April 2021
  9. CDS Op Order – Op HONOUR, 14 Aug 2015
  10. FRAG O 001 – to CDS Op Order – Op HONOUR, 18 Mar 2016
  11. FRAG O 002 – to CDS Op Order – Op HONOUR, 9 Dec 2016
  12. FRAG O 004 – to CDS Op Order – Op HONOUR, 5 Mar 2018
  13. CDS Directive – Retention of CAF Members Affected by HISB, 15 Jun 2018
  14. CDS Intent – Operation HONOUR, 21 Dec 2018
  15. SMRC Offers New and Expanded Services and Programs to Support Survivors, 16 Dec 2021
  16. DAOD 9005-1, Sexual Misconduct Response
  17. Conduct and Culture Change Progress Tracker, 16 Dec 2022
  18. Conduct and Culture, Pathways to Progress Summary Placemat, 11 Sep 2021
  19. Sexual Misconduct Incidents Tracking System (SMITS) Directive (to be promulgated)
  20. An Act to amend the National Defence Act and to make related and consequential amendments to other Acts , S.C. 2019, c.15
  21. Interim Direction Regarding the Implementation of Madame Arbour Interim Recommendation

 

Annex B: Guidance for addressing existing web content and the removal for Operation HONOUR nomenclature from products.

Reference:

  1. Defence Team Sexual Misconduct Website
    1. (U) The purpose of this Annex is to provide guidance to L1s for addressing existing Operation HONOUR web content, and the removal and replacement of the Operation HONOUR nomenclature. This guidance applies to all Operation HONOUR related policies, presentations, and communications products.
    2. (U) Any web content about Operation HONOUR should be reviewed. If the content remains relevant to addressing and preventing sexual misconduct, text references to Operation HONOUR should be removed or replaced to update the content appropriately as described in this annex. If the content is specific to Operation HONOUR and cannot be updated (ex. publications about Operation HONOUR activities), the page should be archived (see example: About Operation HONOUR - Canada.ca).
    3. (U) Depending on the context in which the words “Operation HONOUR” is found, consider replacing them with the following:
      1. Addressing sexual misconduct; and
      2. Preventing and addressing sexual misconduct;
    4. (U) The name of the Operation HONOUR Tracking and Analysis System (OPHTAS) will be replaced by the:
      1. Sexual Misconduct Incident Tracking System (SMITS); and
      2. If the context is more appropriate, consider replacing OPHTAS by: "The designated tracking system for reported incidents of sexual misconduct".
    5. (U). For all Operation HONOUR training and education related programs, consider using one of the following examples:
      1. Training and education aimed to prevent and address sexual misconduct; or
      2. Training and education to prevent and address sexual misconduct.
    6. (U) The Operation HONOUR website can be referred as the "Defence Team sexual misconduct website".

 

Annex C: Guidance for removing/replacing Operation HONOUR visual content with Sexual Misconduct Visual Identity Elements.

  1. (U) ADM(PA) has developed a generic visual identity for the topic of sexual misconduct. The visual identity specifications and examples are presented on the following pages.
  2. (U) The modified visual identity will be used for updating graphics as required, such as feature buttons, PowerPoint presentations, etc.
  3. (U) These modified graphics can be requested from ADM(PA) Creative Services via the Marketing Request Form. You can also contact CPCC CCPC@forces.gc.ca for more information.

 

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