UNDE EVP REPORT

UMCC HR SUB-COMMITTEE

2 December 2005

Anne-Marie Lusignan and I attended the subject meeting on behalf of UNDE. UNDE submitted MASOP, ASR and the IT Study as agenda items but they were not accepted in the HR forum since they are standing agenda items of the UMCC forum. The following represents the discussion that took place.

PSEA Implementation . DGCESP provided an update. Particular comments to be noted:

CF eligibility to compete in closed competitions DOES NOT take effect until April 1, 2006 on the implementation of the amendments to the Veterans’ Act.

Pending sanctioning by legal advisors, Reservists who will qualify to compete are identified as Class B and C, hired for 180 consecutive days (which constitutes full time). Class A Reservists do not qualify to compete in closed competitions.

No change to the military disabled priority.

UNDE requested attrition statistics for military personnel. The following was provided based on the past five year period: There is no method to predict regular retirement statistics (ie, voluntary release, CRA), however, on average retirements equate to 5-6%. There have been 1,000 medical releases, of these 10% have been re-hired.

The process for joint PSMA/PSEA training is not being offered as previously understood. National Officers are invited to the ½ day session being offered to the Managers in their respective regions. Training sessions will still be offered for the Local representatives, but it will not be joint training? Local representatives will be required to take leave with pay to attend the training, and, although it is hoped that most training would be conducted at the majority of locations, any travel required by union representatives to participate, will be the responsibility of the union.

The unions voiced their concerns again about appointment without competition vice targeted competitions to meet employment equity needs.

Recruitment Strategy Investment Fund Update . Presentation attached. It was identified that CAS returned $88,970 of their allocated GL funding and this was shared between ADM Mat ($5,600) and CLS GL ($83,370).

Classification Update

• DND is developing a policy on Generic Work Descriptions. The aim is to create a bank that will address 80% of the functions performed. There will be ongoing consultation. It is hoped to have the draft agreed to by spring 2006 with implementation planned for summer 2006.

• DGCESP explained that they are also doing a clean up of position information within the department – there are 35,000 civilian positions within DND – 15,000 are vacant and 7,000 are inactive. UNDE asked how many of the vacant positions are funded since non-funding is usually the response we receive when we question why a position is not being staffed. DGCESP stated that that information is not available in HRMS.

• SR standards review is ongoing.

• GLT standards validation based on vocational training and single vs multiple licenses is ongoing.

• Managers are starting to participate in classifications committees.

UNDE asked how one proceeds to request a national study, speaking specifically to the concern raised by the members in the MAM classifications (refrigeration and air conditioning technicians)? DCCO stated that the MAM standards have been examined and that there is more concern that the standard has not been applied consistently across the department and that is being looked at.

Civilians in International Operations . Presentation update attached (in Powerpoint). UNDE identified that consultation will continue in the new year with the CDS. It was confirmed that deploying civilians would receive the same entitlements as a deploying military person LESS the income tax waiver. UNDE will continue to pursue since many UNDE members have expressed an interest in this employment opportunity.

ADR . Although this item was submitted under a different title to address training opportunities, DGADR took the opportunity to address the staffing concerns raised by UNDE. The following figures were provided.

41 practitioners – 28 are civilian

70 overall staff – 41 are civilian

DGADR did agree with UNDE that military personnel are afforded training opportunities not offered to the civilian population giving the military an unfair advantage in staffing processes. Military personnel are selected for employment based on identified attributes and receive their training once employed in the DRC whereas civilians must already be qualified. DGADR is examining the option of some form of apprenticeship program. More consultation will take place.

Second Language Training . Again, UNDE submitted this item under a different title, but the following information was provided by DGLPD. Contrary to UNDE’s submission, DGLPD manages, not controls, the language training corporate fund. There are currently 60 employees taking full time language training and 700 taking part-time training (four hours per week). Language training can also be funded by the L1s in conjunction with the employee’s learning plan.

Furthermore, partnerships can be negotiated at individual sites to allow civilians to participate in military classes and vice versa. It was reported that partnerships are currently underway in Winnipeg and Cold Lake .

Peter Dunnett addressed the same concerns about language opportunities available to the members he represents.

Employment Equity . DGCESP reported that EE statistics are only updated twice a year and the new statistics will be provided to UNDE in January 2006. However, DGCESP did report that eight more disabled military have been appointed under the CF Disabled Program since September 2005.

Round Table

DGLRC reported that the National Recourse Registry has been stood up with a staff of five.

DGLPD reported that the Scholarship Program has been renamed “National Defence Civilian Education Support Program” which will address the income tax concerns of calling the program a “scholarship”. Participants will now have to take Education Leave Without Pay, but that they will receive an allowance comparable to their substantive salaries. Participants will be responsible for their own deductions normally associated with salary. The “no advances” policy will still apply.

DGCESP advised that the Public Service Employee Survey has been extended until December 23, 2005 . To date, 32.9% of employees of responded. Surveys are available through the Service Centres.

UNDE requested more information on Transition Assistance Program – Vocational Rehabilitation Plan for Military Personnel.

Next meeting is scheduled for March 6, 2006. Questions, comments welcomed.

In Solidarity,

Mary L. Chamberlain
UNDE EVP