UNDE EVP REPORT

CANADIAN FORCES HOUSING AGENCY

UNION MANAGEMENT CONSULTATIVE COMMITTEE (UMCC)

December 1, 2005 – 1:00 pm

Below are the items of discussion.

Business from previous minutes

Return to work program

CFHA CEO advised that the RTW Program for the CFHA employees is managed locally by the BGSO in accordance with the DND Policy.

Organization charts

The organization charts are very in-depth and too large to forward electronically. They will be provided to UNDE as requested in “.pdf” format and will be available upon request to the UNDE National Office.

LMRC enhancement training for local Labour/Management Relations Committee

CFHA Management supports the request for training and is prepared to go ahead with this training initiative, however, they are waiting for UNDE to identify the Local representative.

Update on Royal Lepage

CEO CFHA identified that the proposal from SERCO to take over CFHA responsibilities in Goose Bay was not accepted. Nor is he aware of any initiatives to privatize services in Kingston or Gagetown as had been raised at the previous meeting.

The response to the “single window” concept was that there is no immediate plan to move in this direction; the concept and definition of a “single window” will be addressed within the CFHA five year strategic plan.

Update on workplace assessment

Report is due to the ADM IE by 12 December 2005 . The Unions will be briefed (date to be confirmed) prior to the video conference with all the CFHA employees which is scheduled for 21 December 2005 . The report will be translated and distributed prior to the video conference. CEO CFHA stressed that this will be an ongoing, evolving process to address concerns over the long term.

Treatment of CFHA employees in Petawawa by clients

Two visits to Petawawa have been conducted by CEO CFHA and meetings have been held with the Site Manager and Base Commander to address the concerns raised with regards to the CFHA/Base working relationship and the Client Service Representatives (CSR)/Customers relationship. CEO CFHA is confident that the issues have been heard and resolved and is prepared to install and pay a military Senior NCM to work at the CFHA Office to address the CSR/Client concerns. CSR training is being looked at. Other sites have identified similar problems and they are being addressed as they are brought to the CEO’s attention.

Standing agenda items:

Grievance and appeal stats

New business:

CF members’ eligibility to apply on internal (closed) advertised processes - (PIPSC)

Although submitted as a PIPSC agenda item, UNDE reiterated their concerns and displeasure about serving military personnel being eligible to compete in closed competitions. And that UNDE will hold delegated Managers accountable.

Note: It was confirmed at the UMCC HR Sub-Committee that the military eligibility to write internal process DOES NOT come into effect until 1 April 2006 with the implementation of the changes to the Veterans’ Act.

Information Management Service Transformation (IMST) / Information Technology Services Delivery Assessment (ITSDA) - (PIPSC)

CEO CFHA stated that feedback has been provided to the project BUT all services being looked at are provided to the CFHA organization from the corporate in-house resources.

Are there any other projects/initiatives related to the CF Transformation? - (PIPSC)

CEO CFHA stated that CFHA will have a support role, ie during the moves of military personnel, however, there is no anticipated impact to the CFHA employees at this time.

Job Classification/Work Descriptions - (PIPSC)

It was identified that the majority of the work descriptions are current, ie reviewed within the past five years. Specific cases should be identified.

Contractors within CFHA - (PIPSC)

The PIPSC representative identified specific contracted CS functions that have been ongoing and asked that consideration be given to creating Public Service jobs to perform the functions. It was stated that the current contract ends on March 31, 2006 and not anticipated for renewal on a full-time basis but on an as-required basis. UNDE stated that it should not be presumed that the identified functions would result in a CS 2 classification, a WD should be developed and classified. DND is facing recruitment and retention problems and a newly created CS position could offer a career progression opportunity. UNDE supported the PIPSC request stating that Public Service employees bring continuity and a dedication to the employer that is not found with contract workers. Furthermore, that historically contracted services cost more than having the function performed in-house by a Public Service employee.

In this same discussion, the PIPSC asked why the emergency after hours contact responsibilities currently being provided by a Commissionaire could not be converted and offered to the Public Service.

CEO CFHA committed to looking at both requests.

Current Organizational charts - (PIPSC)

Updates are an ongoing process. CEO CFHA spoke about process mapping - a process that takes a look at the organization’s functions as a whole. It could result in organizational changes and a position’s responsibilities which could, it turn, result in changes to work descriptions. A job should be performed as required and the work description should accurately reflect those requirements not vice versa.

CEO identified that the organization is capped at 312 FTEs.

CFHA is also reviewing their PMQ inventory with an anticipated divesting of 50% of the PMQs in Ottawa and also a decrease in Borden over the next five years

Round table – All

PIPSC gave an update on bargaining progress and asked about designated positions. No designations have been identified by CFHA. The importance of a strike protocol was discussed. UNDE stated that the strike protocol agreed to prior to the last PSAC strike was respected and individual concerns raised were addressed in a timely fashion with satisfactory results.

CFHA Comptroller stated that there is still no money. He asked about representation at the LMRC by the FIs and ESSA bargaining agents? It was stated that they have chosen not to participate and are satisfied with the sharing of information through the LMRC minutes.

CEO CFHA closed the meeting by encouraging open communications and consultation. All participants agreed that the sharing of information usually resolves a concern before it escalates.

Next meeting

May 2006 (to be confirmed). CEO CFHA reaffirmed that he is receptive to consultation if an issue arises prior to the next regularly scheduled meeting.

Mary Chamberlain