June 2, 2006

UNDE EVP REPORT

UMCC HUMAN RESOURCES SUB-COMMITTEE

UNDE was represented by the Executive Vice President. The agenda and minutes from the March 6, 2006 meeting were accepted.

Old Business: Protective Footwear Allowance. The matter was discussed at the National Health and Safety meeting held June 1, 2006. The HR Sub-Committee members were advised that no concerns were raised in regards to how the allowance is being implemented.

COMMUNITY MANAGEMENT FRAMEWORK

DGCESP/DGSPEC explained that this process would be similar to that of the military career management system and would be achieved through mentoring, coaching and networking. The aim is to ensure that the right person is in the right job with the right skills. (Powerpoint presentation.)

The Union Representatives raised concerns about generic work descriptions and their impact on staffing processes and determining essential services.

RECRUITMENT AND RETENTION STRATEGY – APPRENTICESHIP PROGRAM

The Committee was advised that DND has been allocated $1.8 million for the (Recruitment Strategy Investment Fund (RIF) in each of the next three years ($3.24 million) (Powerpoint Presentation). DND is still pursuing additional funding specifically for the apprenticeship program. UNDE advised that a video is being developed in support of the apprenticeship program, UNDE members will be speaking on their experience as employees of DND (Table 2 members). A DAOD is being developed to replace CPAO 9.15 and CPAO 9.16 (Word). The new DAOD will take into consideration the diversity of the various apprenticeship programs currently ongoing within DND, and the provincial and federal legislations.

DND EMPLOYMENT EQUITY (EE) STAFFING PROGRAM (Powepoint presentation) – the program will be provided to the unions for input once it is written. DGCESP/DGSPEC explained that Representative Assessment Boards (slide 5) means that correct representation will participate on the selection board, ie – a member of the targeted group. DGCESP/DGSPEC also advised that there is a national inventory called “The Objective Eye”, which maintains a list of available participants available for this role. More information can be obtained at the following website (internal to DND)

http://hr.ottawa-hull.mil.ca/hrciv/dgcesp/ddwb/en/home_e.asp?reference=11049187

UPDATE ON CLASSIFICATION ISSUES

DGCESP/DGSPEC advised that the Generic Work Description policy was approved in April 2006. The next phase is to determine how to implement it and what areas should be focused on. She advised that the reviews are still ongoing, ie GL VHE and MAM, CS classifications. Also, that the UNDE requested classification audit in the Ontario region will be conducted. UNDE asked if the Department had determined how they would conduct the agreed to PA (Table 1) study that was recently agreed to by PSHRMAC and the PSAC? DND has not received any information on this study as yet.

UNDE SUBMITTED AGENDA ITEMS

Transition Assistance Program. It was explained that this is a program that has been in place for several years to assist disabled military personnel to transition from the military into civilian life. It is a joint program with Defence and Veterans’ Affairs.

www.forces.gc.ca/centre/tap

http://hrapp.dnd.ca/tap/engraph/home_e.asp

On-line Job Applications. Other Bargaining Agents spoke to the concern that members would have to apply on line for positions advertised by the PSC. DGCESP/DGSPEC was surprised that this was still an issue because there have been ongoing conversations with DND and the PSC. More follow up will be done.

Sun Life Salary Top Up to Employees. UNDE was made aware that Sun Life will now top up an employee’s salary IF they return to work in a position with a salary that is less than that of what they were receiving in their previous position. Acting DGLRC advised that DND is aware of the “top up” but that they have received no information from the Treasury Board other than the change to entitlements is retroactive to January 1, 2006. More to follow.

EMPLOYMENT EQUITY STATISTICS - This is a standing agenda item at all LMCCs and LMRCs.

1. Overall statistics are now provided in table format prior to the meeting to the EVP and the UNDE Employment Equity Advisor.
2. Status of EE Action Plan/ Statut du plan d’action sur l’Équité d’emploi – ongoing and progress is being made.
3. Status on Training Requirements from CHRC audit/ Statut des exigences en formation de la vérification du CRHC – gap analysis has been conducted and is pending review. Job Aids for Managers are being developed. Pursuing training for EE practitioners.
4. Update: Report on Hiring under the CF Program (March 2001)/ Mise à jour : Rapport sur l’embauche dans le cadre du programme des FC (mars 2001) - Since 2001, there have been 130 appointments; in 2005 there were 42, 36 in DND and 6 in other government deparments. Ms Teckles advised that there are currently 82 military and 1 civilian in the disabled priority system
5. Hirings under the Veterans Act/ Embauche en vertu de la loi sur les anciens combattants (which came into effect April 1, 2006). It was reported that there have been zero hirings since the change to the PSEA came into effect.

UNDE asked how the most recent senior military person hired as a civilian was hired, under the previous PSEA legislation or the one that came into effect April 1, 2006? UNDE was advised that the EX positions are staffed through a review committee whereby applicant qualifications are rated against position qualifications.

ROUND TABLE

Mr Chris Ford, DGADR, stated that he had attended the UNDE National Executive meeting and that he looks forward to working with the unions to address any concerns they may have in regards to the services offered and the way ahead. He stated that it is his intent to resume the DGADR Steering Committee.

Ms C. Read, DGRCHRS, advised that the Service Centres will be assisting Managers with the development of the Human Resources Plans (HRPs). ADM HR Civ reinforced that the HRPs should be shared with the unions.

Brother John Lachance, IBEW, raised a concern with regards to a staffing process whereby 13 persons from the same competitive process were hired into technical positions based on a generic work description and statement of qualifications. He also asked what a “functional organizational chart” is versus the need for Establishment Change Proposals (ECP) and PASs? Both questions will be looked into.

Darryll Luesby, PIPSC, expressed his concerns with regards to the manner in which the information on IM rationalization is being shared, and the numerous emails he and other PIPSC representatives are receiving.

Ms S. Harrison, Acting DGLRC, advised that there have been seven staffing complaints since January 1, 2006, however, she did not have a breakdown by union available. She also advised that the Labour Relations Officers will be away next week (5-9 June).

Ms L. Ledoux, DGLPD, reported that DND will not be granted an equivalency for their Orientation Program for new public service workers. DND will be required to use the program mandated under the PSMA legislation. There is no central funding for employees to travel to Ottawa for the orientation training, but it is a mandatory training session for all new PS employees. This training initiative will have to be advertised and guidance provided to managers. Ms Ledoux also advised that nine (9) scholarships have been awarded this year under the “National Defence Civilian Education Support Program” (formerly known as the Civilian Scholarship Program). Click here for the UNDE EVP report on the committee deliberations.

Next meeting is scheduled for October 3, 2006. Questions, comments welcome.

In Solidarity,

Mary L. Chamberlain
UNDE EVP