December 4, 2006

UNDE EVP REPORT

UMCC HUMAN RESOURCES SUB-COMMITTEE

UNDE EVP attended subject meeting on December 1, 2006. UNDE amended the agenda by deleting Employment Equity and the Public Service Survey under union items.

In opening remarks, Shirley Siegel, ADM HR Civ, reported that Ms Dominique Francouer was the successful candidate for the Chief of Staff (COS) position currently held by Ms McCusker. Ms Francouer is currently at ADM IM. Ms Siegel and the union representatives thanked Ms McCusker for her assistance and support and wished her well in her upcoming retirement.

Old Business. In response to a question raised at the October 2006 HR Sub-Committee meeting, DGLPDadvised that employees hired under the apprenticeship program will be allowed to participate in the Public Service (PS) Orientation Program at Management’s discretion. The timing of when they would come to Ottawa will depend on the apprenticeship program they are enrolled in. It was suggested that their trip to Ottawa could be in their third month of employment. The criteria for apprentices’ participation in the PS Orientation Program will be developed by DGLPD in consultation with the environmental commands.

Ms Teckles, DGCESP/DGSPEC distributed the “National Civilian Apprenticeship Study” report which will be posted on the ADM HR Civ once final approval is received.

http://www.civ.forces.gc.ca

Update on Political Activities. Ms Herring, DGLRC/DGRTR, stated that DGLRC is the point of contact for this topic. She presented the legislated changes in regards to public service workers’ rights to participate in political activities. A significant change is that participation in municipal elections is now included. It was suggested that the pamphlet “Political Activities and You” be distributed on a regular basis and particularly when an election is scheduled.

Powerpoint presentation

More information is available at the following websites:

www.psc-cfp.gc.ca/psea-lefp/political/index_e.htm

http://hr.d-ndhq.dnd.ca/hrciv/dglr/en/home_e.asp

Update on PSST Complaints. Mr Hill, DGLRC/DGRTR, explained the changes under the PSEA which came into effect on December 31, 2005. He explained that essential qualifications and assets (examples, operational requirements and/or organizational needs current and anticipated) are considered in a competitive process. UNDE questioned that the department is advised when a complaint is filed but not the bargaining agent? Mr Hill responded that the identified representative is advised which may not necessarily be the bargaining agent.

Mr Hill also advised that DGLRC supports mediation in the PSST complaint process.

Mr Hill then spoke to procedural decisions received to date. One example, a complainant asked for disclosure in regards to another candidate’s results and qualifications. Mr Hill explained that the act only allows for disclosure of information relevant to the complaint. He added that relevancy does not equate to privacy as grounds for denying information. Decisions can be found at: http://www.psst-tdfp.gc.ca/article.asp?id=2415 Brother Sicard, PSAC/Agriculture component, reminded the committee members that transparency is a value of the new legislation.

(Note: When aware of a PSST Staffing Complaint, UNDE Locals should forward a copy of the complaint to the UNDE National Office).

Powerpoint presentation

Update on Collective Work Descriptions WD). Ms Teckles, DGCESP/DGSPEC, provided an update stating that the intention is that collective WDs will be the norm, recognizing that some unique positions may exist. Collective WDs will be written at the corporate level with input and validation by Managers.

Powerpoint presentation

PIPSC raised a concern in regards to collective WDs versus collective staffing and that in some cases qualifications are not compatible just because the classification is the same as the pool created. Ms Teckles responded that Managers have to consider the statement of merit criteria and the essential qualifications, then they can consider the asset qualifications.

DND Employment Equity (EE) Staffing Program. Ms Paradis, Director Diversity and Well Being, stated that the corporate EE plan is a 3-year plan. She also stated that EE staffing must be incorporated into Management’s Human Resources Plan. EE statistics are provided to UNDE on a semi-annual basis.

Powerpoint presentation

Note: Slide 2 – DDC: Defence Diversity Council; Slide 3 – WFA: Workforce Availability UNDE suggested that another term be used instead of WFA because to the average civilian employee, WFA refers to Workforce Adjustment.

Public Service Employee Survey 2005. Ms Siegel, ADM HR Civ, briefed the committee on the results of the 2005 PSES. Overall, the number of surveys returned and the results are slightly better than the previous 2002 PSES survey. Ms Siegel stated that it will be interesting to see the results of the next survey since the implementation of the new legislation.

Powerpoint presentation

LMRC/UMCC Structure. UNDE stated that this item was submitted as a discussion point so that everyone could have a clearer understanding of where the new commands (ie, Canada Command and JTF). Ms Harrison, DGLRC, reminded everyone of the consultation framework that was adopted by the UMCC (previously distributed). Wherever possible, there committees should be established at the Local (Base), Regional and National (UMCC). DGLRC offered assistance if issues arise in the establishment of committees.

LMRC Enhancement Training. UNDE stated that there have been discussions ongoing with DGLPD staff and DGLRC in regards to resurrecting the LMRC Enhancement Training program. Most recently the main issue has been the lack of facilitators, management and labour, therefore, UNDE, DGLPD and DGADR have agreed to share facilitator resources. DG ADR has also offered DRC staff to act in a support role during the conduct of the training. UNDE has raised a concern in this regard, questioning the need for support and has brought this item forward for discussion. Ms Harrison advised that some facilitators may not be comfortable delivering a different course than that which they received their original training and might appreciate assistance. She confirmed that the DRC staff would not act as facilitators, only as support, and only if requested. Mr Ford, DG ADR, added that the DRC staff would also observe the course in order to make recommendations on granting an equivalency to the course participants for the DG ADR delivered Resolving Conflict Effectively. UNDE questioned who would be responsible for the expenses of the DRC staff to attend the LMRC Enhancement Training session when/if the course was delivered in an area where a DRC did not exist? UNDE added that Local Managers are responsible to cover the costs of the course, for example TD expenses if facilitators travel to the location. UNDE would not want to loose the support of the Local Manager for the training if an additional cost is anticipated for DRC support. Mr Ford responded that he would have to look into this and confirm but that he felt this type of activity would fall in line with the DRC’s mandate and would be covered by the DRC’s budget. Based on this information, UNDE stated that we would be prepared to move ahead with resurrecting the LMRC Enhancement Training program. A future meeting will be scheduled with DGLPD staff to plan a train-the-trainer.

Round Table

PIPSC asked if there are military/civilian equivalency charts available? Ms Teckles responded that she is aware that there are charts circulating but that none are official. She stated that there is a comparability in regards to comparing function to function, but not civilian classification and military rank. She will provide additional information secretarially.

DG ADR, Mr Ford, stated that the ADR organization has three broad strategies – 1) To make ADR the first consideration for dealing with conflicts? 2) To integrate DRC courses/modules into military/civilian training. 3) To strengthen promotions of ADR.

In closing, the Co-Chairs passed on thanks for an informative meeting and wished everyone a happy holiday season. Next UMCC HR Sub-Committee – March 8, 2007.

In Solidarity,

Mary L. Chamberlain
UNDE EVP