13-25 Annex B - ​ADR Conflict Management Techniques

Cadet Administrative and Training Orders (CATOs)


General

1. It is recognized that early resolution and/or use of collaborative ADR techniques usually provide a speedier and more satisfying resolution to conflict situations.  As one of the first steps in a resolution process, ADR techniques will be considered and offered where appropriate.

Self-Help

2. Self-help (also known as self-initiated discussion) may be used to resolve a conflict at the lowest level. Individuals who believe a conflict has occurred are strongly encouraged to take direct action by communicating with the other party in the conflict at the earliest time possible by:

  1. voicing issues or concerns in a respectful manner and allowing the other person to do the same;
  2. allowing the parties to clarify issues and concerns to gain a better understanding of each other; and
  3. allowing the parties to identify possible solutions and deciding on a mutually agreeable resolution.

3. If the party in the conflict does not wish to use the self-help method or if self-help is attempted and does not resolve the conflict, the party in conflict can raise the issue with the chain-of-command, the UCCMA or if a CF member, an additional option is to contact the local DRC for a consultation.

4. If self-help is unsuccessful or inappropriate, third-party assistance may also be considered.

Third-Party Assistance

5. Third-party assistance is a technique that involves both parties participating in a facilitated discussion with the aim of finding a mutual resolution to the conflict.  An adult member or peer with related experience or training can act as a third-party facilitator in this process.

6. In dealing with a conflict situation, including harassment or grievance, adult members may seek advice from the UCCMA and/or the CO/OIC as well as having the option to request a consultation from a member of the local DRC for any third-party assistance.

7. In order to conduct third-party assistance, the third-party should:

  1. bring the parties together and set the guidelines of the discussion;
  2. allow each party to voice their issues or concerns in a respectful manner;
  3. clarify the issues or concerns of each party;
  4. allow the parties to discuss the issues or concerns to gain understanding of each other;
  5. encourage the parties to identify possible resolutions;
  6. have the parties decide on and commit to a mutually agreeable resolution; and
  7. follow-up on the resolution with the parties.

8. If third-party assistance does not resolve the conflict, cadets and adult leaders have the options of discussing with the UCCMA or a member of their chain-of-command to explore other conflict resolution processes. CF members have the additional option of a consultation with DRC staff to explore other ADR options.

Dispute Resolution Centre (DRC)

9. DRCs are responsible for providing a wide range of ADR services to assist in resolving CF/DND and cadet conflicts. Services provided by each DRC include consultation, facilitation, mediation, conflict coaching, ADR related training and briefings.

10. DRC staff will:

  1. hear and discuss concerns in a safe and respectful environment;
  2. help to identify and evaluate options for the resolution of a conflict; and
  3. assist in opening avenues of communication with all parties associated with a conflict.

11. DRC services are:

  1. available to all those at DND/CF as well as CCM members who experience cadet-duty related conflicts;
  2. offered in a confidential manner by DRC staff who is impartial and neutral; and
  3. designed to meet various needs, and can be offered to individuals, two parties, several parties or larger groups.

12. Conflict management services DRC provides include:

  1. consultation: an opportunity to explore options and make an informed choice about the use of dispute resolution mechanisms;
  2. conflict coaching: helps develop competencies in conflict resolution;
  3. mediation/facilitation: provides the assistance of a neutral and impartial mediator to work in a collaborative manner with the parties in conflict towards a mutually acceptable resolution to the conflict situation;
  4. group needs assessment: this process allows groups that are experiencing conflict to identify what is working, and what is not, as well as determining people’s beliefs about what needs to occur to improve the working environment with a commitment to move forward; and
  5. group intervention: offers an opportunity for groups experiencing conflict to work collaboratively towards the resolution of presenting issues thus enhancing the work environment.

13. DRCs use Alternative Dispute Resolution to resolve conflicts:

  1. confidentially – with respect for privacy;
  2. satisfactorily – the opportunity to work through differences directly with the individuals involved and to move ahead;
  3. rapidly – in weeks and sometimes in days;
  4. simply – early and at the lowest possible level; and
  5. constructively – building relationships and establishing trust.

14. Advantages of using ADR to resolve your work conflicts:

  1. it is easily accessible;
  2. it is available to everyone;
  3. it is flexible and inclusive;
  4. it is voluntary;
  5. an impartial and qualified person from a DRC can facilitate dialogue between the parties without taking sides;
  6. the resolution tends to be more complete and durable because it is created and agreed to by the parties themselves;
  7. the agreement between the parties respects all departmental policies and collective agreements; and
  8. parties can opt into or out of an ADR process at any time and choose to exercise their option to explore a more formal process.

15. Other DRC services include:

  1. training courses or workshops designed to offer options and skills to deal with conflict situations more effectively as a colleague and as a leader;
  2. briefings/presentations to provide awareness of all aspects of the conflict management approaches to address workplace conflicts and of the range of DRC services; and
  3. access to a selection of resource material for personnel who are interested in learning more about conflict management related skills

16. A request for ADR process between youth  (age 12-18 years) shall be forwarded to the DCCMA/RCCMA by the CO/OIC. The DCCMA/RCCMA will contact the appropriate DRC to coordinate the process.

17. Adults can either go through their chain of command, a UCCMA or directly to a DRC for service.

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