Endnotes

Hyperlink Notice

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1. Minister of National Defence Mandate Letter, http://pm.gc.ca/eng/minister-national-defence-mandate-letter.

2. Communications Security Establishment, https://www.cse-cst.gc.ca/

3. Military Police Complaints Commission, http://www.mpcc-cppm.gc.ca/

4. Military Grievances External Review Committee, http://mgerc-ceegm.gc.ca/

5. Office of the Communications Security Establishment Commissioner, http://www.ocsec-bccst.gc.ca/

6. National Defence Act, http://laws-lois.justice.gc.ca/eng/acts/N-5/index.html  

7. Emergencies Act, http://laws-lois.justice.gc.ca/eng/acts/E-4.5/index.html  

8. Aeronautics Act, http://laws-lois.justice.gc.ca/eng/acts/A-2/index.html  

9. Fisheries Act, http://laws-lois.justice.gc.ca/eng/acts/F-14/index.html  

10. Legislation and National Defence, http://www.forces.gc.ca/en/about/legislation.page

11. The Department of National Defence and the Canadian Armed Forces, http://www.forces.gc.ca/

12. Policy on the Management, Resources, and Results Structures, http://www.tbs-sct.gc.ca/pol/doc-eng.aspx?id=18218 

13. Minister of National Defence Mandate Letter, http://pm.gc.ca/eng/minister-national-defence-mandate-letter  

14. Prime Minister of Canada’s website, http://pm.gc.ca/eng/ministerial-mandate-letters

15. Notes on Human Resources

  • Reserve Force:
    • Regular Force personnel strength is measured as the total Regular Force population, which includes project personnel and approximately 1,100 personnel on leave without pay (90% related to parental leave).
    • The Regular Force personnel strength is currently about 2,000 personnel below its authorized strength of 68,000 +/- 500, due to higher than forecast attrition and other factors. The Institutional timetable that details the annual change to manning levels forecasts re-establishing the Regular Force to its authorized strength prior to 2020. That carefully balanced rate of increase fully utilizes the CAF’s current training capacity, while mitigating the potential consequence of a sudden and large surge in recruiting overwhelming the Institution’s ability to provide timely training and career progression to that newly recruited group. The Institutional timetable will be closely monitored, with quick implementation of mitigating actions to preserve the forecasted re-establishment of the Regular Force to its full authorized strength.
  • Civilian Personnel:
    • The civilian workforce is planned through a salary wage envelope. For reporting purposes, the civilian workforce is measured by full-time equivalents (FTE). The FTE total includes all personnel tenure (indeterminate, term, casual and student employees) actively employed and calculated as person year. For example, two part-time employees may count as one FTE.
    • Planned civilian FTEs include Vote 5 funded personnel.
    • Planned civilian FTEs do not include personnel on leave without pay. 
    • Civilian workforce planned FTEs are subject to final budgetary approval.

16. Notes on Human Resources (Reserve Force Personnel):

  • The Primary Reserve are those personnel working in various capacities with the Canadian Armed Forces where Class A reservists perform part-time work and training, Class B reservists are employed full-time permanent (year-over-year) or perform incremental full-time employment or training for one or more periods of more than 14 but less than 365 consecutive days within any one-year period, and Class C reservists are employed full-time (for operations only) but with the equivalent pay, benefits and liability as a Regular Force member.
  • The majority of Reservists serve on part-time (Class A) service. There is a significant reduction in Class A numbers during the summer as many personnel are away from their home units conducting training on short-term Class B status. In addition, some Primary Reserve members are inactive as a result of their units being stood down for the summer months and/or they do not require training. For these reasons the current methodology for calculating average paid strength does not result in an accurate representation of the strength of the Primary Reserve. Moving forward, a four month moving parade attendance count will be used to calculate the average paid strength of the Primary Reserve. This method removes inaccuracies caused by the variability of the yearly training calendar and accounts for personnel on short-term Exempt Drill and Training (ED&T) status.
  • Primary Reserve average paid strength reporting, planning and allocations are based on monthly reports provided by Assistant Deputy Minister (Finance and Corporate Services)/Director Strategic Finance Costing and Assistant Deputy Minister (Information Management)/Director Human Resource Information Management.

17. Whole-of-government framework, http://www.tbs-sct.gc.ca/ems-sgd/wgf-ipp-eng.asp    

18. Descriptors for Government of Canada Outcome Areas, http://www.tbs-sct.gc.ca/ppg-cpr/descript-eng.aspx  

19. 2016-17 Main Estimates, http://www.tbs-sct.gc.ca/hgw-cgf/finances/pgs-pdg/gepme-pdgbpd/index-eng.asp   

20. Forecasted Costs for Major Canadian Armed Forces Continental Operations, http://www.forces.gc.ca/en/about-reports-pubs-report-plan-priorities/2016-forecasted-costs-for-major-caf-continental-operations.page  

21. Forecasted Costs for Major Canadian Armed Forces International Operations, http://www.forces.gc.ca/en/about-reports-pubs-report-plan-priorities/2016-forecasted-costs-for-major-caf-international-operations.page   

22. Operations in the North, http://www.forces.gc.ca/en/operations-canada-north-america/north.page  

23. Current operations, http://www.forces.gc.ca/en/operations/current.page  

24. Operational Support Hubs, http://www.forces.gc.ca/en/operations-support/os-hubs.page  

25. Search and Rescue Canada, http://www.forces.gc.ca/en/operations-canada-north-america-current/sar-canada.page?

26. Special Operations Forces, http://www.forces.gc.ca/en/operations-special-forces/index.page?  

27. Canadian Armed Forces Exercises, http://www.forces.gc.ca/en/operations-exercises/index.page  

28. Canada’s Reserve Force, http://www.forces.gc.ca/en/about-reports-pubs-report-plan-priorities/2016-canadas-reserve-force.page  

29. Status on Transformational and Major Crown Projects, http://www.forces.gc.ca/en/about-reports-pubs-report-plan-priorities/2016-status-report-on-transformational-and-major-crown-projects.page  

30. Future-Oriented Condensed Statement of Operations, http://www.forces.gc.ca/en/about-reports-pubs-report-plan-priorities/2016-future-oriented-condensed-statement-of-operations.page  

31. Departmental Sustainable Development Strategy, http://www.forces.gc.ca/en/about-reports-pubs-report-plan-priorities/2016-departmental-sustainable-development-strategy.page  

32. Details on Transfer Payment Programs of $5 Million or More, http://www.forces.gc.ca/en/about-reports-pubs-report-plan-priorities/2016-details-on-transfer-payment-programs-of-5-million-or-more.page 

33. Disclosure of Transfer Payment Programs Under $5 Million, http://www.forces.gc.ca/en/about-reports-pubs-report-plan-priorities/2016-disclosure-of-transfer-payment-programs-under-5-million.page  

34. Status on Transformational and Major Crown Projects, http://www.forces.gc.ca/en/about-reports-pubs-report-plan-priorities/2016-status-report-on-transformational-and-major-crown-projects.page  

35. Upcoming Internal Audits and Evaluations Over the Next Three Fiscal Years, http://www.forces.gc.ca/en/about-reports-pubs-report-plan-priorities/2016-upcoming-internal-audits-and-evaluations-over-the-next-three-fiscal-years.page  

36. Tax Expenditures and Evaluations publication, http://www.fin.gc.ca/purl/taxexp-eng.asp