Terms of Reference for the Management Advisory Board’s Human Resources Standing Committee

1. Introduction

1.1. This document describes the Terms of Reference for the Human Resources Standing Committee of the Management Advisory Board (MAB or the Board) for the Royal Canadian Mounted Police (RCMP). It complements the MAB Charter and Roles and Responsibilities related to the MAB, and is superseded by the RCMP Act Part V if in conflict.

1.2. The Terms of Reference for the MAB Human Resources Standing Committee (HRSC) shall be reviewed annually.

2. Terms of Reference for the MAB Human Resources Standing Committee

2.1. Objective:

2.1.1. The HRSC is responsible for providing advice based on informational updates on key Human Resources (HR) management and administration of the RCMP.

2.1.2. The scope of the Standing Committee entails overviews and updates on RCMP HR policies, programs, and practices, as decided by its annual workplan. This may include, but is not limited to: recruitment and retention initiatives; the Independent Centre for Harassment Resolution (ICHR); RCMP Management Response Action Plans (MRAPs) to MAB advisory reports addressing RCMP HR issues; RCMP Conduct Measures; and Police Education and Training.

2.1.3. HRSC may at times identify a priority area that is a cross-cutting issue requiring further analysis and support from the MAB in the form of a separate time-limited MAB sub-group. For example, the Advisory Council on Recruitment was established in November 2024.

2.2. Membership and Responsibilities:

2.2.1. As a Standing Committee of the MAB, the HRSC retains its responsibilities, including, but not limited to, advisory responsibilities to the RCMP, access to information, MAB operating procedures, and Secretariat support.

2.2.2. Membership on the HRSC is determined by consultation with the full membership of the MAB. The HRSC is comprised of a minimum of three (3) MAB members, based on their expertise and/or preference, and includes the MAB Vice-Chairperson as an ex-officio member.

2.2.3. The HRSC is led by a member of the Board selected by the MAB Chair, who is known as the Standing Committee Lead.

2.2.4. The Standing Committee Lead is responsible for providing the Board with verbal and/or written regular debriefs, unless otherwise decided by the Standing Committee Lead or the full MAB. The debriefs should include a summary of the advice provided by the HRSC, as well as any issues or areas that may benefit from the full MAB’s attention. 

2.2.5. The RCMP Commissioner will be requested to identify an RCMP Senior Executive, who is also known as a Primary RCMP Executive Liaison to the HRSC and its work, but is not a member of the Committee. The Primary RCMP Executive Liaison is responsible for cultivating an understanding of the RCMP’s approach, priorities, goals, and challenges in relation to HR. This may include providing informational updates, where applicable. The Primary RCMP Executive Liaison will support the work of the HRSC and, for the purposes of the Committee, serves as the Commissioner’s representative, and a liaison between the Committee and the RCMP.

2.2.6. Upon its discretion, the HRSC may also request participation, informational overviews and updates from other key stakeholders and subject matter experts within or outside of the RCMP, coordinated through the Secretariat. The stakeholders invited and the information requested may fall outside of the HRSC’s Primary RCMP Executive Liaison’s purview and reporting structure. The Public Safety Canada Deputy Minister (or Associate Deputy Minister) will receive a standing invitation to the HRSC meetings and will inform the MAB Secretariat, if and when, he/she would like to participate.

2.2.7. The membership of the Standing Committee may be rotated periodically with the approval of the MAB Chair. 

2.2.8. The MAB Secretariat will provide logistical and secretarial support to the HRSC. 

2.3. Meetings:

2.3.1. The HRSC will determine the frequency, duration and format of its meetings. The HRSC will meet a minimum of four (4) times per fiscal year, typically online unless the meeting immediately precedes or follows an in-person quarterly meeting.

2.3.2. Meetings will normally take place in months when there is not a MAB Quarterly meeting. In exceptional circumstances and with the concurrence of the MAB Chair and the MAB Secretary, a Standing Committee meeting may be held around an in-person MAB meeting.

2.3.3. Meetings may be limited to MAB HRSC members only (in camera) at the direction of the Standing Committee Lead or at the request of the HRSC members. Time will be allotted at the end of each HRSC meeting for the members to engage in an in-camera discussion.

2.3.4. The Standing Committee Lead, in consultation with the Secretariat and members of the HRSC, determines the agendas for all meetings. A member who wishes to have an item added to an agenda may make such a request of the Standing Committee Lead and Secretariat at least one month in advance of the scheduled meeting date.

2.3.5. Standing Committee members will receive meeting documents in their choice of either of Canada’s official languages, which will be distributed at least one week prior to the meeting. Meeting materials will also be shared with MAB members for their information.

2.3.6. As per usual MAB practice, the HRSC operates on a consensus basis, consequently formal motions and votes are not normally required.  On any matter, the Standing Committee Lead will seek the input of members and determine whether a consensus exists. If it does not, the Standing Committee Lead may choose to seek further opportunities to continue discussion of the matter until a consensus does exist, or, if consensus cannot be achieved may put the matter to a formal vote of the Standing Committee membership as per the process described within the MAB Roles and Responsibilities document. 

2.3.7. The Secretariat will create a written record of each meeting, including action items, and will submit the record to the subsequent meeting of the HRSC for approval.