June 1, 2009

UNDE EVP REPORT

UMCC HUMAN RESOURCES SUB-COMMITTEE

Meeting convened at 9:30 am with opening remarks and a round of introductions.  The Agenda was amended to add Leave with Income Averaging as a discussion point and it was agreed that the Minutes of the March 5, 2009 meeting had been adopted secretarially.

Old Business

Item 4 – Travel – ClaimsX.  Brother Lorne Brown stated that additional information had been provided secretarially, however, some information is still required in regards to the privacy concerns previously raised.  UNDE stated that the briefing received at the previous meeting was beneficial in addressing concerns that have been received from the field.

Item 5 – Travel Outside North America – DGLRC/DGRTR stated that the meeting had taken place to address the unions’ concerns.  In response to UNDE’s question of June 1, DGLRC responded that the CANFORGEN is expected to be released mid-June 2009 with an advance copy to the unions.

Item 11 – Delays in the Payment of Increments – DGCHRMO/DGOGRHC stated that the delays are a result of staff shortages, especially in the NCR.  Corporate is looking at various strategies to resolve the issue.  Specific concerns should be raised to her attention.

Item 12 – Para 23.  Brother Lorne stated that the unions felt that agreement had been reached at the March meeting that presentations would be sent out in advance of the meeting.  Various concerns were raised to counter distribution in advance.  It was agreed that more productive consultation could take place if the unions were better prepared in advance of the meeting.  It was decided that presentations would be sent out in advance with the codicil that the documents would not be distributed until after consultation had taken place.

Item 12 – Para 24.  Distribution of business plans, still open.

New Business

PE Professional Development (download in Powerpoint).  An information item presented by DGCHRMO/DGOGRHC.  Reference slide 10, UNDE asked for an example where an award could be granted to a civilian or military staff person outside of ADM HR Civ.  DGCHRMO/DGOGRHC stated that military lawyers were previously acknowledged for their contribution to the implementation of the Public Service Employment Act.

National Civilian Recruitment Strategy and Civilian Apprenticeship Framework (download in Powerpoint)

National Civilian Recruitment Strategy.  DGCESP/DGSPEC representative provided an update on recruitment strategies:

UNDE requested  a copy of the up-to-date career fair list.

A revised copy of the Recruitment Investment Fund (RSIF) allocations for FY 2009/2010 was distributed.

Group/Groupe / Command/Commandement

Allocation/Allocations

CMS/CEMFM

$439,000

ADM (PA)/SMA (AP)

$100,000

CMP/CPM

$25,000

ADM (Mat)/SMA (Mat)

1,236,000

Total

$1,800,000

Civilian Apprenticeship Framework.    Multi-year funding now referred to as Apprenticeship and Operational Development Program Fund (AODPF).  Consultations have taken place at Halifax, Esquimalt, Montreal, Borden, Petawawa and Suffield.  Financial allocation for FY 2009/2010 is $18,624,052 (SWE) and $1,533,886 (O&M).  To date, all 60 graduates from the program have been hired in GLT, SR and HP positions.  There is still a retention problem in the Prairies.

Learning and Career Centres (LCCs).  (download in Powerpoint) An information item presented by DGCHRMO/DGOGRHC as requested by PIPSC at a previous meeting.  UNDE asked if the requested training had to be specifically related to an employee’s current position or could career advancement training also be considered.  ADM HR Civ responded that training did not necessarily have to be related, however, it was at management’s discretion for funding.  It was confirmed that Language Training is separate from the LCCs.

Civilians in Defence:  Reducing the Staffing Burden by 20% (download in Powerpoint).  ADM HR Civ opened this item by stating that this subject addresses a 20% reduction in the staffing process not staff.  ADM HR Civ went on to say that this subject was chosen by the Deputy Minister (DM) as his priority item under public service renewal and in support of the DND/CF mission – “the 4 Rs”:  right person, right skills, right time, right place.  Human Resources planning is crucial in the process.  FI, PE and CS collective work description will be developed inter-departmentally.

Note:  statistics provided on slide 3 include all indeterminate, term and casual employees (all bargaining groups).  75% of the civilian employees in DND are employed outside of the NCR.

Brother Milt Isaacs stated that the AS vs FI classification remains an issue with regards to qualifications, standards and individual interpretations.  More training and familiarity with the FI classification is needed.

UNDE stated that UNDE does not support the use of collective WDs and that employees have the right to a WD that accurately reflects what they do.  UNDE also stated that individual interpretation does have a negative impact on a classification decision, as was identified in the previous Ontario audit resulting in a negative impact on UNDE members in BC, and suggested that classifications should be centralized.

Leave with Income Averaging.  Brother Lorne Brown asked if Leave with Income Averaging should be addressed on an individual basis?  His members are experiencing a blanket denial in the operational environments, he cited a situation where a member had requested leave with income averaging over a year ago for this year but was denied.

DGLRC stated that leave should be granted/denied on an individual basis, the same as any other type of leave.  When disputes arise, we should seek assistance from the CHRO.  In the event of an unreasonable denial, DGLRC agreed with UNDE that the employee should file a grievance.

Round Table:

Milt Isaacs

DGLPD

DGCESP/DGSPEC

 

Next meeting – Wednesday, October 7, 2009 (TBC).

In Solidarity/Solidairement,

Submitted electronically

Mary L. Chamberlain
Executive Vice-President