Departmental Plan 2018-19

The ERC issues findings and recommendations in appeal cases that arise in the RCMP’s employment and human resources management activities. The ERC mandate includes the review of appeals of RCMP decisions in certain matters related to harassment complaints, member conduct, dismissal, discharge and ordered stoppages of pay and allowances.

The work of the ERC provides independent and impartial review of issues critical to RCMP members and managers and to Canadians. It assists in ensuring that RCMP internal recourse processes are fair and respect the principles of law. It also ultimately contributes to the health and productivity of the RCMP workplace and its ability to serve Canadians well.

In 2018-19, the ERC will have opportunities and challenges as it implements the additional funding recently approved for the next several years. The hiring and training of skilled staff for case review work will be a key focus while continuing to ensure thorough reviews and substantive excellence in findings and recommendations. At the time of printing of this report, the ERC Chair position was vacant since late February 2018.

Jamie Deacon
Executive Director

The ERC will face continued operational pressures in delivering its case reviews in 2018-19 due to the need to manage a significant backlog of files and increased workload projections. The ERC will continue to manage two streams of case referrals from the RCMP: one under the current legislation and the other under the legacy legislation for cases commenced within the RCMP prior to November 28, 2014. The priority for the ERC this year will be to increase its case review capacity using additional funding approved in late 2017. The hiring and training of new staff, as well as staff retention to support knowledge transfer and excellence, will be essential to delivering results.

Continuous program improvement remains a priority for the ERC. The ERC will continue to improve its efficiency and productivity through active monitoring and management of its caseload. The ERC uses evidence-based assessment and projections to inform planning and risk management and will focus on adaptability, flexibility and gains in case review practices. The development and publication of service delivery standards with time limits for the completion of case reviews (as required by the RCMP Act, s. 28.1) remains a priority for the ERC.

For more information on the ERC’s plans, priorities and planned results, see the “Planned results” section of this report.

Description

The ERC is an independent administrative tribunal that contributes to fair and equitable labour relations and helps to reinforce accountability at all levels within the RCMP. Other than the courts, the ERC is the only independent review mechanism available to RCMP members and management for labour relations matters. The ERC conducts impartial reviews of appeals of certain conduct measures imposed on RCMP members and of written decisions regarding harassment complaints, revocations of appointments, discharges, demotions and ordered stoppages of pay and allowances. Case files dealing with these matters are referred to the ERC for review by the RCMP pursuant to sections 33 and 45.15 of the Royal Canadian Mounted Police Act and section 17 of the Royal Canadian Mounted Police Regulations. In conducting its reviews of referred case files, the ERC considers the entire file record that is provided by the RCMP which can include statements from members (complainants, respondents and others), video or audio records and testimony from witnesses, historical human resources file materials and other documentation. Once a review has been completed, the ERC provides findings and recommendations to the Commissioner of the RCMP (as the final decision maker) and to the parties. The ERC's findings and recommendations are directed at ensuring that the general principles of administrative law and labour law are respected and that the requirements of the RCMP Act and other relevant legislation, such as the Canadian Human Rights Act, are adhered to in decision making. In some cases, the ERC makes recommendations for broader change or for actions that might be taken to address issues raised in a file (e.g. changes in RCMP policies or management practices, or additional or new training for RCMP members or managers). Access to summaries of ERC findings and recommendations and to ERC reports and discussion papers is provided to RCMP members and the public through the ERC’s website ^{Footnote 1} and publications, and through presentations or other outreach to RCMP members.

Planning highlights

Initial projections through the end of 2017-18 (for legacy cases and current legislation cases combined) were for the number of files referred to the ERC to be more than double the historical annual average (80-100 files). The projection is accurate for 2017-18. However, current rates of referrals from the RCMP are now exceeding initial projections by approximately 50% for current legislation cases. Legacy referral projections for future years are unchanged. The ERC's ability to address an increase in the forecasted workload will principally depend on the availability of additional skilled resources and the time required to integrate the additional staff into its operations.

Regular dialogue with the RCMP on general program management, workload and administrative matters will continue in support of program delivery, planning and risk management.

The ERC will continue to focus on effectiveness and efficiency in its case reviews during 2018-2019. The introduction of service standards, now targeted for Spring 2019, will support program management, transparency and accountability. The ERC recognizes that setting meaningful service standards will be a challenge given its current lengthy delays in processing cases.

Web-based and other communications activities that support RCMP member awareness of workplace issues (such as disseminating case review summaries to RCMP members in the ERC Communiqué publication, and presentations to workplace representatives or managers) will continue.

While positioning itself to address the challenges that it will face in 2018-19, the ERC will ensure that its findings and recommendations in each case are substantively correct, clear and relevant for the parties and for the Commissioner of the RCMP.

As the appeal case review program is the sole program of the RCMP External Review Committee, there is no information on any lower-level programs for the organization available in the GC InfoBase. ^{Footnote 2}

Description

Internal Services are those groups of related activities and resources that the federal government considers to be services in support of programs and/or required to meet corporate obligations of an organization. Internal Services refers to the activities and resources of the 10 distinct service categories that support program delivery in the organization, regardless of the Internal Services delivery model in a department. The 10 service categories are: Management and Oversight Services; Communications Services; Legal Services; Human Resources Management Services; Financial Management Services; Information Management Services; Information Technology Services; Real Property Services; Materiel Services; and Acquisition Services.

The Treasury Board of Canada Secretariat granted the ERC an exemption from reporting on Internal Services as a separate program beginning in 2009-10 (given the focused nature of the ERC program and associated resources). This Report, therefore, presents information based on a single ERC program and does not provide information on Internal Services separately.

* The ERC continues to be exempted from reporting separately on Internal Services expenditures.

The ERC’s budget planning trend had been relatively consistent for the past several years. The ERC base budget had been augmented through approvals of annual temporary funding into fiscal year 2016-17. With the approval of additional multi-year funding in late 2017, ERC will receive $8.1M over four years beginning in 2017-18.

* The ERC continues to be exempted from reporting separately on Internal Services expenditures.

The planned year end ERC FTE complement during the 2018-2019 year comprises six indeterminate employees, two secondments and up to nine additional employees (program admin, corporate service, legal counsel and a vice-chair). New resources are essential for the effective delivery of the appeal case review program and for management accountabilities.

For information on the RCMP External Review Committee’s organizational appropriations, consult the 2018–19 Main Estimates. ^{Footnote 3}

The Future Oriented Condensed Statement of Operations provides a general overview of the ERC’s operations. The forecast of financial information on expenses and revenues is prepared on an accrual accounting basis to strengthen accountability and to improve transparency and financial management.

Because the Future Oriented Condensed Statement of Operations is prepared on an accrual accounting basis, and the forecast and planned spending amounts presented in other sections of the Departmental Plan are prepared on an expenditure basis, amounts may differ.

A more detailed Future Oriented Statement of Operations and associated notes, including a reconciliation of the net cost of operations to the requested authorities, are available on the ERC's website. ^{Footnote 4}

The difference between forecast results for 2017-18 and planned results for 2018-19 is due principally to the new funding through 2020-21 announced in October 2017. The total expenditures sought for 2018-19 is $2,827,166 compared to $2,116,140 for 2017-18, representing an increase of $711,026 from previous year with an increase in salaries, O&M and statutory expenditures.

Appropriate minister: The Honourable Ralph Goodale, P.C., M.P.

Institutional head: Chair (currently vacant)

Ministerial portfolio: Public Safety and Emergency Preparedness

Enabling instrument(s): Royal Canadian Mounted Police Act, R.S.C. 1985, c. R-10 ^{Footnote 5}

Year of incorporation / commencement: 1986

“Raison d’être, mandate and role: “who we are and what we do” is available on the ERC’s website ^{Footnote 6}.

Information on operating context and key risks is available on the ERC’s website ^{Footnote 7}.

The RCMP External Review Committee’s Strategic Outcome and Program Alignment Architecture (PAA) of record for 2018–19 are shown below:

1. Strategic Outcome: Fair and transparent labour relations decision-making that reinforces accountability

1.1 Program: Appeal case review

As the appeal case review program is the sole program of the RCMP External Review Committee, there is no information on any lower-level programs for the organization available in the GC InfoBase ^{Footnote 8}.

The following supplementary information tables are available on the ERC’s website ^{Footnote 9} .

• Departmental Sustainable Development Strategy
• Upcoming internal audits for the coming fiscal year

The tax system can be used to achieve public policy objectives through the application of special measures such as low tax rates, exemptions, deductions, deferrals and credits. The Department of Finance Canada publishes cost estimates and projections for these measures each year in the Report on Federal Tax Expenditures ^{Footnote 10}. This report also provides detailed background information on tax expenditures, including descriptions, objectives, historical information and references to related federal spending programs. The tax measures presented in this report are the responsibility of the Minister of Finance.

RCMP External Review Committee
P.O. Box 1159, Station B
Ottawa, Ontario K1P 5R2
Canada

Telephone: 613-998-2134

Fax: 613-990-8969

E-mail: org@erc-cee.gc.ca

Web: http://www.erc-cee.gc.ca