6 March 2006

UNDE EVP REPORT

UMCC HUMAN RESOURCES SUB-COMMITTEE

UNDE was represented by Anne-Marie Lusignan and the EVP. UNDE has been supported by the other Bargaining Agents as the Co-Chair of the UMCC HR Sub-Committee. Bob Kingston has joined the committee representing the Agriculture Union component.

GENERIC WORK DESCRIPTIONS (WDs) - (click here for presentation in PDF). DGCESP/DGSPEC, Ms Teckles, provided an update on the progress being made with regards to the use of generic work descriptions (20% now completed). While the use of generics is currently encouraged, it is not mandated at this point in time. Fifty four (54) of the 72 current classifications exist within DND. Using generics, or “same as” speeds up the classification process, normally taking five days to process vice the typical months that we currently experience. This in turn speeds up the staffing process.

The use of generic WDs does not allow for the addition of addendums. If the proposed WD is not a fit to the job, another generic must be used or “a unique” WD should be created. Generics should not be a “force fit”. UNDE and the bargaining agents spoke about the consistencies across the country and within some regions. We all expressed concern about the antiquated classification standards being used and that the standards are not applied consistently even within some groups, ie GLTs. Should we co-develop WDs?

The bargaining agents raised concerns about the “functional authority”. Who will be responsible for those classifications that exist within more than one Department or Command? We all agreed that the functional authorities must be someone strong in order to enforce the intent of fairness and transparency.

PSEA TRAINING - DGCESP/DGSPEC, Ms Teckles, provided an update. She stated that approximately 5,000 persons have been trained so far through the service centres with an additional 6,000 waiting for training. UNDE stated that they are encouraging their members to take training wherever it is offered. But because of the confusion in the agreement that was reached with regards to training within the department, if there is an anticipated cost, training through the union will be used.

RECRUITMENT AND RETENTION STRATEGY – (click here for presentation in PDF). DGCESP/DGSPEC, Ms Teckles, provided an update. Most bargaining agent representatives expressed concern that DND may not be using the right selling points to encourage people to seek employment within DND. It was suggested that DND could partner with the unions to recruit new employees? One bargaining agent stated that it is very frustrating because there are no definitive answers to give to people when approached at job fairs. Is DND actually hiring? When? People are usually referred to the HRDC website for career opportunities. UNDE’s comments were not as positive as some others and UNDE stated that in some areas of the country DND is the employer of convenience not choice, offering the best salary and benefits in an immediate area.

LABOUR RELATIONS DRAFT POLICIES - DGLRC/DGRTR presented draft DAODs on Civilian Labour-Management Relations and Civilian Labour-Management Consultation for input from UNDE and the bargaining agents. These draft DAODs have been shared with the UNDE Vice Presidents for comments. It was also identified that the framework for the structure of LMCC/LMRC/UMCC (Word file) was approved at the UMCC in December 2005. As the UNDE OPI, I do not feel that the framework goes far enough in identifying the LMRC structure and the UNDE Vice Presidents and Local Executives, in consultation with their DND counterparts, will have to continue to determine a structure that will serve their respective areas of responsibility. PUBLIC SERVICE LEARNING, TRAINING AND DEVELOPMENT - (Click here for PDF presentation .) DGLPD/DGAPP, Ms Ledoux, briefed the committee on training initiatives under PSMA. She stated that DND is seeking equivalencies and accreditation for similar training already available through DND resources, ie, the DND Civilian Orientation Program. The training outlined in the slide deck is being phased in with full implementation by 1 January 2007.

PUBLIC SERVICE EMPLOYMENT ACT (PSEA) - DGCESP/DGSPEC, Ms Teckles, provided an update. The “New Ways and Means” package on the new PSEA was distributed to all committee participants. It is the same package of information that is given to training participants. The package is available through the service centres and local learning centres. It contains handbooks for managers and employees on staffing, information on political activities under the new legislation, and various other documents pertaining to staffing.

On the DIN at:

http://hr.ottawa-hull.mil.ca/PSEA-LEFP

EMPLOYMENT EQUITY STATISTICS - This is a standing agenda item at all LMCCs and LMRCs. DGCESP/DGSPEC, Ms Teckles, provided a quick summary of the information provided on the spread sheets:

Ms Teckles advised that there are currently 63 military and 1 civilian in the disabled priority system. And that there have been no appointments of military personnel to civilian positions since December 2005.

Ms Teckles advised that 1,072 persons have received diversity training since April 2004.

ROUND TABLE - The bargaining agents raised concerns about the recently released boot allowance policy and the anticipated grievances because discretion is left to individual locations to determine the actual amount of reimbursement. DGLRC committed to following up with DG Safe.

Next meeting is scheduled for June 2, 2006. Questions, comments welcome.

In Solidarity,

Mary L. Chamberlain
UNDE EVP