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Canadian Forces Health Services

OPI - Mary Chamberlain

REPORT OF CFHS LMRC – 24 APRIL 2007

UNDE EVP attended the meeting. Colonel J. Patenaude, Chief of Staff (COS), introduced himself stating that he had been posted in to the COS position in January 2007, and that he has had experience at the LMRC forum at other levels in the organization.

UNDE added the following items to the Agenda: Move to Montfort Hospital; Local LMRCs; Essential Services Negotiations; External Staffing; JOSH Committee (Corporate level)

Old Business:

Approval of the LMRC Terms of Reference (TOR): discussion at the October 2006 meeting resulted in minor changes. There was some discussion around the number of representatives identified in the TOR. UNDE EVP interjected that fortunately UNDE’s structure is conducive to the organization allowing us the appropriate level of representation at the local/regional/national forums. Other unions are not that fortunate and do their best to ensure that they have representation where needed. The TORs were signed.

Military Personnel Occupying Civilian Positions: PIPSC raised this issue at the previous meeting. Follow up identified that the position being questioned was a vacant AS 6. It was confirmed that a military personnel had performed some of the functions during the staffing process. The COS reconfirmed CFMG’s intent that functions should be performed by military or public service, however, where that is not possible, contracted services would be considered.

New Business

PCRI (Primary Care Renewal): At PIPSC’s request, Colonel Grondin, manager responsible for operations at the medical clinics, gave an update on the review of infrastructure holdings.

JRRC/CCRMP Questionnaire: Survey conducted by Treasury Board amongst the PIPSC members only.

Collective (Generic) Work Descriptions (WDs): At UNDE’s request, Ms McGregor, DCCO, provided an update on the status of collective WDs within CFHS. There are currently 50 model WDs developed and classified, 20 of these are for functions represented by UNDE. These WDs are available on the HR Civ website, including the classification and rationale. Ongoing is the development of collective WDs for the AS 5 First Line Managers, it is anticipated that these will be completed by Summer 2007.

UNDE responded that the question was raised in regards to various CR 3 collective staffing processes that had been conducted in several locations, resulting in an upgrade of some of the positions to CR 4 within weeks of members being appointed to the originally identified CR 3. Ms McGregor responded that the actions were not a direct result of the collective staffing but a result of staffing being conducted during the same timeframe as the collective WDs were being written and classified. Unfortunately, the classification decisions on the collectives was rendered after the staffing processes were completed. UNDE urged CFMG to ensure that a firm classification decision has been rendered prior to using a collective staffing process in the future. And that if there is a known pending classification decision, that no indeterminate appointment be made until that decision is rendered so that everyone interested/eligible for a particular position can make an informed decision.

Under this same subject, Ms McGregor responded to UNDE’s question in regards to the 1991 CHRC decision that GS standards should not be used to classified HS functions raised at the October 2006 meeting. Ms McGregor advised that GS/HS cleaners perform similar functions but in different environments, ie hospitals, clinics, etc. The 1990 TB instruction has not been updated. Collective WDs will not be developed by CFMG for the HS Cleaners because this function has been devolved to the supporting bases/wings.

Edmonton and Petawawa Physiotherapy. PIPSC raised a concern in regards to Calian employees being employed in public service positions being paid approximately $20K above the TB salary. Colonel Grondin advised that CFMG has made several attempts to staff these position but have been unsuccessful. CFMG has raised their concerns to TB, citing PS salaries as an issue, but to no avail. He further stated, he would prefer to hire PS employees, however, because of the salaries offered by TB in comparison to what is offered outside of the government, people are not applying for the positions in certain areas of the country.

The following additional items were discussed as a committee:

Local LMRCs: UNDE thanked the COS for LCol O’Grady’s attendance at the recent Council of Locals held in Moose Jaw. Unfortunately, when the discussion around LMRCs took place, LCol O’Grady was made aware that the information she had in regards to local LMRCs was not accurate in relation to the UNDE Locals in attendance at the conference. UNDE requested a list [secretarially] of where Local LMRCs exist, or where Medical/Dental representatives attend base/wing LMRCs. JOSH (Corporate): UNDE raised a concern that JOSH meetings at the corporate level have not been conducted in accordance with the Canada Labour Code. This is issue has been addressed at the Local level on an ongoing basis and a meeting was held this past Friday. How productive the meeting actually was will be determined once the minutes are received.

Due to time constraints on some committee members, the meeting adjourned at 2:30. The remainder of the UNDE submitted items were discussed with the Human Resources representatives for follow up secretarially:

Move to Montfort Hospital. At the CFSU Ottawa LMRC, UNDE was advised of the workforce adjustment of the cleaners employed at the medical environments in Ottawa. UNDE requested a list of other CFMG positions [if any] that have been identified as affected as a result of the partnering initiative with Montfort Hospital.

Essential Services: Although a written decision has not been received from Chief Military Personnel (CMP), UNDE has been advised that negotiations for CFMG essential services will take place at the national level. UNDE stated that contrary to the previous process under designations, UNDE will require the percentage of time spent on the identified essential function. UNDE reconfirmed its commitment to operational deployments.

Staffing – External. UNDE questioned the practice of conducting external staffing processes, the most recent example was a CR 4 Records Clerk. UNDE stated that it is one thing that the new PSEA has forced UNDE members [in some areas] to compete against military personnel for career advancement opportunities, we should not have to compete against the general public. At least on internal processes, we have a set recourse process. UNDE reminded the HR representatives that Management is not always aware of what skill sets are available within the existing workforce and that UNDE encourages that internal staffing processes be the preferred first option.

JOSH (Corporate): UNDE cited the draft DAOD on LMRC consultation, stating that the same principals should apply for any joint forum. UNDE requested that a review of the management co-chair of the corporate JOSH committee be conducted with a view to a non-union represented management co-chair.

Questions/comments welcome.

In solidarity,

Mary Chamberlain