MAR ENG 2003 Career Manager BRIEF

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MAR ENG 2003 Career ManagerBRIEF

• CPO1 R. LAFORCE
• CPO2 B. BLODGETT
• Mil C2/Mar Eng.

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VCDS Priorities

• Priority 1 Deployed forces, international
  commitments and
  selected high readiness unit
• Priority 2 Critical sustaining and change
  activities
• Priority 3 Recruiting, education, training and
  career management
• Priority 4 Operational units
• Priority 5 Support to reserves
• Priority 6 All others

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Canadian Forces Quality Assignment System (CFQAS)

• A continuous set of processes which ultimately
  refine and execute postings of various kinds
  while also attending to the needs and
  expectations of all CF members, Commands and
  Group Principals
• Goal of the CFQAS is to make the flow of
  personnel, the flow of information and the flow
  of available resources to conduct operations more
  effective and efficient

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Four Processes of CFQAS

• Succession Planning
• Administrative Review
• Administrative Inquiry
• Release

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Succession Planning

• Selection
• For Promotion
• For Terms of Service
• For Education Programs
• Selection Tools
• CFPAS
• Electronic Selection Boards

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CFPASSelection Process

• PER
• serves two purposes (Unit/NDHQ)
• Selection List Reduction (SLR)
• reduces the number of files a Selection Board
  reviews
• The Board
• Scoring via an electronic medium

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CFPAS

• PERs are scanned to extract a wide range of data
• SLR based on PERs from last 3 years, each year
  contributing 100 points
• 60 Performance / 38 Potential / 2 Secondary
  Language Profile

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Electronic Selection Boards(ESB) Fall 03

• As of 9 Jun 99 - ESB software became the primary
  means by which electronic personnel files will be
  seen and scored by Selection Boards
• Application brings together the required
  PEOPLESOFT and PERMIS data for electronic viewing
  and scoring and displays it all on a 17 inch
  monitor

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Electronic SelectionFall 03

• Accurate PEOPLESOFT information is crucial and
  Career Managers can do absolutely nothing about
  this!

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Board ScoringFall 03

• Officers
• Performance-60 points
• Potential-35 Points
• SL-5 Points
• NCMs
• Performance-60 Points
• Potential-38 Points
• SL-2 Points

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PERs

• Ensure that PERs are properly filled out.
• All PERs are to be in Ottawa by 01 June (Last
  PER received by D MIL C 2-4-4 first week of
  November)

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Secondary Language

• Profile and Score (5 years)
• BCE 2
• A 1
• No profile 0

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BOARD MEMBERSHIP

• CDR COND (DSTM)
• MAJOR GAGNON (DLFR)
• CPO1 TOMSON ADM (MAT)
• CPO1 LESSARD (FMFCS)

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BOARD ROUTINE

• Briefings from DMCARM
• Briefings from CM
• SLR verification
• Scoring Criteria
• Trial Run (LS West)
• TOS
• Board REPORT

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BOARD CRITERIA

• D MIL C (CM) are responsible to apply directives
  issued by D MAR Pers (Commodore J.R. Sylvester)

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NAVAL NCM PROMOTIONBoard Scoring

• Performance Factors (60)
• - 46-60 Consistently a top performer (Majority
  PFs Mastered)
• - 31-45 Consistently a Strong performer (Majority
  of PFs Exceeded Standard or better)
• - 16-30 Consistently a good/very good performer
  (majority PFs Skilled or better)

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NAVAL NCM PROMOTION Board Scoring (cont)

• Performance Factors
• 0-15 Normally a good/very good performer (minor
  weaknesses, unestablished trend)

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NAVAL NCM PROMOTIONBoard Scoring (Cont)

• Potential Factors (40)
• LS MS PO2
  PO1 CPO2
• -Leadership 06 09 10
  11 12
• -Prof Development 06 06 06 06
  04
• -Com Skills 06 06 06
  06 06
• -Planning 06 05 05
  05 06
• -Administration 05 06 05 04
  04
• -Dedication 03 03 03
  03 03
• -Immediate Recom 03 03 03 03
  03
• Immediate Recommendation (One point for each
  immediate promotion recommendation (3 Points
  max)
• Total 38 (2 Secondary Language Skills)

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Mar Eng BoardPotential

• Leadership Loyalty, Professional
  Judgement,Reliability,Working with
  Others(Teamwork), Inspiration,Initiative,Personal
  attributes,ability to Motivate,Ethical Conduct
• Comm Skills Networking, Written and oral comm,
  directing and instructional skills.

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Mar Eng BoardPotential

• Professional Development Employability (Cert(s),
  speciality trg), Experience, Self Study (Mil/Civ
  Crse), Operational Experience,Willingness to
  Accept Responsibilities,Adaptability, Admin
  Experience.
• PlanningProblem solving,Multi Tasking,
  Organizational Skills,Co-coordinating
  abilities,Ability to Handle Challenges, Ability
  to Perform Under Stress

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Mar Eng BoardPotential

• Administration Material support procedures,
  Resource management and divisional system and
  duties.
• DedicationCommunity Activities, Seeking
  Additional responsibilities (secondary duties),
  Fitness.
• Immediate Recommendation One point per year (MAX
  3 POINTS)

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VARIANCE

• To Ensure Equity in Scoring
• Promotion
• - Initial Variance 10 Points
• - Re Score 5 Points
• TOS
• Suitability criteria

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PROMOTION BOARDEAST

• LS 60
• MS 46
• PO2 42
• PO1 21
• CPO2 18
• TOTAL 187 Files

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PROMOTION BOARD WEST

• LS 45
• MS 25 (ALL ELIGIBLE FILES)
• PO2 24
• PO1 20
• CPO2 15
• TOTAL 129
• TOTAL FILES 376

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• SUPPLEMENTARY
• SELECTION BOARDS
• FOR
• PROMOTION
• TOS

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Supplementary Board (Cont)

• Reasons for Convening
• Redress of Grievance
• Replacement of a PER
• Missing Information
• Human Error

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Supplementary Board (Contd)

• Competitiveness Screening Process
• Confirm mbr would survive SLR process
• Review scoring criteria/mbrs file and
• estimate mbrs score
• Compare estimated score to that of last member
  promoted or forecast to be promoted

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Supplementary Board (cont)

• Anonymity
• The identity of the individual who is the focus
  of the supp board is not to be known to any of
  the board members

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Contingency Cost Moves(CCM)

• CCM - DAOD 5003-6
• moves set aside to provide CMs ... flexibility
  to respond to unforseen circumstances
• CCM - Compassionate
• approved to alleviate the personal circumstances
  of a mbr who is assigned compassionate status

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Contingency Cost Moves(CCM - cont.)

• CCM - Personal Reasons (-PR)
• Quality of Life - unofficial term for CCM
  approved to alleviate unique circumstances that
  do not limit mbrs deployability or ability to
  perform duties
• no career restrictions
• Note Compassionate Status/Moves CCM-PR
  require supporting documentation and endorsement
  through the Chain of Command

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Compassionate Status

• Initial
• exceptional personal circumstances that limit
  deployability or ability to perform duties
• normally not to exceed two years
• CO recommend to CM (2 years)
• termination of compassionate status
• one year extension
• compulsory release

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Compassionate Status(cont.)

• D Mil C action (3 years)
• Admin Review on mbrs continued service
• Career Restrictions - NCMs Cpl. and above
  Officers Capt. and above
• will not be promoted - CM to confirm status still
  applies before mbr bypassed
• no promotion protection

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DGMC TOS

• Issuing all offers of IPS, CE (NCMs) SE
  (Officers)
• Action all delays and extension requests
• Conduct all verifications of TOS requested
• Amend all TOS affected by obligatory service and
  restricted release
• IE offers delegated to unit CO during second last
  year of members current TOS

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TERMS OF SERVICEEXTENSION

• Lcol/Cdr and below
• -retain unique qualifications/skills
• 364 days or less
• -Reviewed by CM Section Head
• -Approved/not approved by D Mil C
• 365 days or more
• -Reviewed by CM,Section Head, D Mil C DGMC
• -Approved/Not Approved by ADM (HR-MIL)

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TOS Board

• All files (separated by HPD) with IE expiry
  between 01 Jan 2005 and 31 Dec 2006
• 1 CPO2
• 9 PO1
• 44 PO2 Total 113
• 32 MS
• 27 LS

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CRA 60

• CDS 110, 071856Z Nov 02
• AFC 08/02 16 Oct 02 CDS approved the
  recommendation to allow all CF mbrs to CRA 60
  subject to their meeting currently applicable CF
  health, fitness security standards for
  continued service. Communication vehicles
  advising of such are to make clear to mbrs that
  the move to CRA 60 is not a guarantee of service
  to age 60. CRA 60 does not displace mechanisms
  that are or can be used by CF authorities to
  manage pers flows maintain an effective force.
  These mechanisms include, for example, for Reg
  mbrs, the TOS gates and

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CRA 60(cont)

• The ability of the CDS to recommend the release
  of an Officer on IPS after 28 YOS (Lcol below)
  30 YOS (Col above). The use of these
  mechanisms, along with normal attrition will see
  most CF Reg F mbrs retired by the time they have
  completed 35 YOS.

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COMMISSIONING PLANS FOR NCMs

• Commissioning From the Ranks Plan (CFRP) CFAO
  11-9
• Special Requirements Commissioning Plan (SRCP)
  CFAO 11-14
• University Training Program- NCM (UTPNCM) - CFAO
  9-13
• Special Commissioning Plan (SCP) - CFAO 9-70

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Admin ReviewDefinition

• Staff process used to evaluate the requirement
  and to develop a recommendation, for
  administrative career action, when the conduct,
  performance or medical employment limitations of
  a member of the CF calls into question the
  viability of continued service on the part of
  that member

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Admin Review Reasons for AR

• Sexual Misconduct
• Family Violence and Abuse
• Harassment
• Racist Conduct
• Misuse of Alcohol
• Illicit Drug Involvement
• Medical Employment Limitations
• Career Manager Reviews
• items not covered above e.g. training failure,
  promotion refusal, unsuitability for TOS offers,
  etc.

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Admin ReviewInitiation

• For most shortcomings, CO empowered to take the
  following admin measures
• Verbal Warning
• Recorded Warning
• Counseling and Probation
• AR when COs recommend measures beyond those
  authorized to implement
• Cases involving Sexual Misconduct and Use of
  Illicit Drugs automatically referred to NDHQ

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Admin Review Process

• Incident reported/initiated by Unit
• member must be informed that a process that could
  have a significant adverse impact on his or her
  career is underway
• Case file opened at D Mil C/DMCARM
• Preparation of Case File Synopsis
• Advisory msg sent to Unit (if required)
• MP report obtained (if required)
• Recommendations received from Unit
• Initial recommandation ref career disposition

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Admin Review Process (cont)

• Disclosure to member of all information that will
  be used in reaching a decision
• Members representations, giving his side of the
  story, received and reviewed
• Second disclosure required if additional
  information is needed due to representations
• Final check
• File forwarded to Approving Authority
• Unit informed of decision
• mbr can submit Redress

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Admin ReviewPossible Results

• No career action
• Verbal warning
• Recorded warning
• Counseling and probation
• Recourse
• Retention with career restrictions
• Occupation transfer
• Release

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Promotion

• Chronological order not necessarily the same as
  numerical order of Merit List
• Classification may decide not to promote to PML
• Appropriate vacancies
• Experience
• Note Mbrs on Merit List above any mbr promoted
  will be promoted that year

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Promotion

• Employment Limitations
• Temporary
• - promotion deferred until lifted
• - backdated
• Permanent
• - promotion deferred until admin review
  complete, then reconsidered in light of decision
  rendered

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Promotion RefusalCanforgen 016/00

• An Officer or NCM can refuse promotion
• Impact
• no promotion that year but automatically
  considered the following year
• will not necessarily stay in the same job or even
  the same geographic location

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ACTING WHILE SO EMPLOYED

• CANFORGEN 060/00 Result of SCONVA REQUIREMENT
• Higher Rank must be ESSENTIAL to perform the job
• Not granted for temporary replacement
• Mbr must meet ALL reqts for Promotion
• Normally will not go above PML
• DGMC is Approval Authority

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Service Personnel Holding List (SPHL)

• (CANFORGEN 100/00)
• Administrative process - Director Casualty
  Support Admin (DCSA)
• Only Reg. Force mbrs may be posted on SPHL until
  fit to return to duty or released
• Parent unit retains primary responsibility for
  mbr on SPHL

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Service Personnel Holding List (SPHL 2)

• 3 Categories of personnel may be placed on SPHL
• Medically unfit for normal type of duty for 6
  months or more
• In receipt of a medical release message and
  authorized to participate in full time Vocational
  Rehabilitation Training

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Service Personnel Holding List (SPHL 3)

• Mbr on SPHL should
• Have a sponsor assigned by unit to assist as
  required
• Contact VAC to apply for a pension if feels
  medical condition is linked to military service
• Receive assistance from DCSA when required

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Accommodation

• Chain of Command identifies specific positions
  in which mbrs can be accommodated
• CMs post mbrs
• appropriate MOC and rank
• cost move not normally permitted
• normally 3 year time limit

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Early Release

• Release prior to any Restricted Release Point
• First BE, initial 3 years, less than 6 months,
  etc.
• Process
• Apply to D Mil C through CM
• Criteria for approval/denial
• Exceptional compelling circumstances will be
  considered
• Note job offers does not qualify

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VOT

• Current Classification
• Open out
• Feeder trades
• Target Classification
• Open in
• Receiver trades
• CFRG responsibility

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Posting Policy

• Select best mbr (i.e. appropriate qualifications
  and experience) for position
• Priorities
• Off BTL/ATL
• OUTCAN
• Cost Move Average in Canada cost moves is
  26,500.00 (Royal Lepage 1845.00 Admin Fee)

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THE NUMBERS

• A CLOSER LOOK AT PROMOTION NUMBERS/
• RELEASES

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PML FLUCTUATION

• PML numbers will fluctuate with the number of
  inland positions filled by HPD
• NO OF INLAND POSITIONS BY RANK
• - CPO1 (7) - CPO2 (5)
• - PO1 (15) - PO2 (23)
• - MS (3) - LS (1)

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RELEASES 03
HPD East West CPO1 3 1 CPO2 3 0 PO1 1
0 4 PO2 6 0 MS 6 4 LS 9 9 This
included OT/COMM/Rel.
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MAR ENG Promotions For 03
TO EAST WEST CPO1 2 1
CPO2 4 1 PO1 13 4
PO2 19 8 MS 20 13

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Promotions Forecast 2004


WE WONT CONFIRM OR COMMIT
?
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MAJOR CONCERNS

• LACK OF CERT 3 AOR and Cert 3 E(PO2 )
• PERSONNEL NOT ACHIEVING CERTIFICATION TRAINING
  WITHIN ALLOTTED TIME LIMITS
• LACK OF CERT 3s FROM 2003 AND BEYOND WILL AFFECT
  OPERATIONAL CAPABILITY OF THE FLEET.

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MAJOR CONCERNSCONT

• CRA CHANGE TO 60 WILL AFFECT PROMOTION TO CPO1,
  CPO2 AND PO1
• LACK OF QUALIFIED CERA(S) FOR SUBMARINES
• DIESEL INSPECTORS TRAINING (PO2 (314) AND PO1)

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INLAND POSTINGS APS 04

• CFNES DET ST JOHNS (PO1)
• HMCS CABOT NFLD (PO2 314)
• CFRC SYDNEY (PO2 314)
• NCSM CHAMPLAIN CHICOUTIMI (PO2 314)
• NAV RES HQ QUEBEC (PO1)
• NCSM RADISSON TROIS RIVIERES (PO2 314)
• ERLFC ST JEAN (MS AND PO2)
• CFB St Jean (Officer Trg) (New Position) (CPO2)
• CFRC SHERBROOKE (PO2)
• HMCS DONNACONA (MONTREAL) (PO1)

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INLAND POSTINGS APS 04

• HMCS HUNTER (WINDSOR) (PO2 314)
• HMCS CATARAQUI (KINGSTON) (PO2 314)
• HMCS PREVOST (LONDON) (PO2 314)
• HMCS YORK (TORONTO) (PO1)
• REGION CADET DET (NORTH BAY) (PO1)
• PRAIRIE REGION CADET DET(REGINA) (PO1)
• CFRC VANCOUVER (PO1)
• HMCS CHIPPAWA WINNIPEG (PO1)
• D MAR PER (Ottawa New Position)(PO1)
• HMCS NON SUCH (EDMONTON)(PO 314)

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OP SCULTUREROTO 4

• Mar Eng Advisor PO1
• Jun - Dec 04 (West Coast)
• Jan Jun 05 (East Coast)

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SUBMARINEVOLUNTEERS

• D MIL C are looking for volunteers for submarines
  (CPO2 and PO1).
• Expects more submarine screening message to
  enable the Career Manager the flexibility to load
  the Submarine course.
• D Mil C looking for volunteers for HPD Coastal
  Change (West) for Submarines

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Second Language Training
Types CONTINUOUS - 1 year course BLOCK - 10
week course REFRESHER - 3 week course
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Continuous FrenchCourse (CFC)

• 1 year in duration
• Located at Halifax, Ottawa and Esquimalt
• Block training is recommended prior to CFC
• LS to CPO1 (all MOCs)
• Requests to CM during interview
• Telephone test necessary before selection

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• LS And BELOW
• SPECIFIC

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• METTP
• Annual Competition CFA0 9-69
• Eligibility - naval trade
• - Pte
• - between 9 and 30 months
• - QL3 minimum
• - BE
• - min medical standard
• - Level I sec clearance or potential
  and
• CO's recommendation

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NCM PlansNaval Technician Training Plans

• METTP (cont)
• Education Requirements
• Acceptance by Marine Institute St-Johns NFLD
• 2 year program
• Obligatory service (24 months)(contrary to DAOD
  5049-1)
• Ineligible for other NCM Plans while serving on
  obligatory service

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• Questions?