Canada moves to 2% GDP end of FY25/26 - PMMC

[Good2Golf]

That is, roughly, the same as the 'guidance' that was in force a half century ago, in the 1970s.

Indeed. Hasn’t changed in half a century.

I’d start discussions with sponsor project staff with, “What are you using for policy coverage?”

If the answer was a blank stare, I mentally strayed into Princess Bride territory with ‘that word.’

 

[RangerRay]

For the most part, I like this. Just a couple of things:

3) those who are successful are sent to an appropriate community college for their trades training. They continue to live at home, are not paid a salary (except for one weekend of military training per month) but have their entire tuition and related expenses paid by the army;

What if the college is far from their home?

4) the next summer they are put on a four month military conversion course to take what they have learned at community college to practical military knowledge - let's say auto mechanic. For this they continue to live at home but receive a full salary;

Would this not be done at one of the schools? Would they not be living in shacks if that were the case? If this is done at the schools but aren’t living in shacks, then what if “home” is far away?

6) the following summer they again attend a military conversion course that lasts the whole summer and at full salary while still living at home. This training is designed to have them at the full military DP1 status for their military trade.

Same as point 4. Can the local units run these higher level trades courses in-house? When I was in 30 years ago, local units struggled to do in-house BMQ. Most of us were sent to Wainwright for at least QL3, if not QL2 as well.

The main thing I’m getting at here is this sounds great if you live and are recruited in a larger community with several ARes units and trades and community colleges. Out-of-town students of the colleges would have to find housing like everyone else, which isn’t a huge deal, I suppose. “Living at home” won’t be an option for most if they have to spend the summer at a far-off school somewhere.

 

[Kirkhill]

I just got finished watching the film Under Hill 60 about tunneling under Messines Ridge.

The army didn't train those sappers. It called for volunteers and hired them.

In time of crisis the government will have lots of shops it can engage for role 2 and 3 support. It could also call for volunteers. I daresay that attitudes to compensation in Ukraine changed drastically between January and March 2022.

In a peacetime world you will have to pay peacetime wages. In a crisis you will be granted a period of grace ... a short period, until the crisis becomes the norm and people realize they still have to feed their families. 4 years is stretching it. 20 years is too long.

 

[dapaterson]

Indeed. Hasn’t changed in half a century.

I’d start discussions with sponsor project staff with, “What are you using for policy coverage?”

If the answer was a blank stare, I mentally strayed into Princess Bride territory with ‘that word.’

They are immune to both iocane powder and logic.

 

[Kirkhill]

• An eagerness to learn, a friendly attitude, and a desire to be part of a customer-focused team
• Ability to stand for up to 8 hours, climb stairs, and occasionally lift up to 50 pounds
• Mobility to crouch, bend, twist, and work with your hands above your head
• Comfortable working in a non-climate-controlled environment
• English fluency in reading, writing, and speaking

I just pulled this from the Great Canadian Oil Change company site. It is their requirements for a Technician (Full Time)

And here is the job expectation

As a lube technician (aka auto technician), you will help keep our guests safe on the road by providing top-tier customer service while performing preventative maintenance services for their vehicles.

Through our award-winning training program, you will learn to

change oil,

check and refill fluids,

rotate tires,

test and replace batteries,

inspect and replace lights and wipers,

perform an 18-point safety check, and more.

You’ll work as a team to provide fast, easy, trusted services to our guests, and have fun doing it!

....

Now where does that fit into the skill sets necessary to maintain a fleet of vehicles?

It is something less that a Heavy Equipment Mechanic.

Are those skills that can be taught on the armoury floor on Class A service?

 

[Colin Parkinson]

So for PMQ's, Single Quarters and recreation facilities on base, what does the responsibility/COC look like?

 

[Kirkhill]

IF there is truth to the rumours of a significant enlargement of the Reserves

AND IF there is truth to the rumours of a very significant pool of Mobilizable Reserves

THEN I would be looking at attracting people who want to be of service and train them how to be soldiers.

Necessary skills.

Understand the Chain of Command
Work as a team
Take care of the equipment issued
Use the equipment issued effectively
Learn how to live rough
Learn how to look after your buddies
Communicate
Navigate
Drive in Convoy
Shoot

....

Specialist skills should be sourced from people that have them.
Military skills (specific weapons, sensors and comms) will have to be taught by the military. Those should be kept to a minimum and supplemented by OJT as possible.

 

[FJAG]

What if the college is far from their home?

We don't need them everywhere. Concentrate on the big cities that offer such colleges. I would think Montreal and Toronto are prime for thei. Smaller programs to build maintenance companies and other CSS skills could run in Halifax, Edmonton and maybe Vancouver.

Would this not be done at one of the schools? Would they not be living in shacks if that were the case? If this is done at the schools but aren’t living in shacks, then what if “home” is far away?

It could but it isn't. The key here is to give a civilian education worth having and an enticement for joining. The schools should be involved in the summer DP1 conversion courses. I think diversification of DP1 training to properly equipped facilities in the cities is the optimum answer. Staff for that is another question but I think that the service battalions and the divisional CSS battalions should have sufficient full-time staff to man those facilities in the summer.

Same as point 4. Can the local units run these higher level trades courses in-house? When I was in 30 years ago, local units struggled to do in-house BMQ. Most of us were sent to Wainwright for at least QL3, if not QL2 as well.

That would take a bit more study. The aim ought to be to do as much locally as possible but there does come a point where it is more practical to use a central facility

The main thing I’m getting at here is this sounds great if you live and are recruited in a larger community with several ARes units and trades and community colleges. Out-of-town students of the colleges would have to find housing like everyone else, which isn’t a huge deal, I suppose. “Living at home” won’t be an option for most if they have to spend the summer at a far-off school somewhere.

I don't think that the army can cater to everyone. I think when it comes to CSS units there needs to be some rationalization of what can be done. For example, Brandon, MB has a community college that could easily do the civilian training (after all it isn't a special course but one designed for the civilian community. Shilo might even offer the military conversion course if a decent OJT package could be produced for whatever units end up being there. One might even bring those students in to the big cities or Borden for the summer.

What has to be clearly recognized by the RegF is that summer is teaching time for the ARes. There needs to be an organized and managed system that ensures that competent training staff are available at that time. The weekends in the winter are another matter which I think should be part and parcel of all ARes units to do refresher trg and annual qualifications, preparation for summer exercises etc.

This is what bothers me about what the little is that I'm seeing with army transformation as it's being presented. The reserves seem to be undergoing a reshuffling of the deck chairs with less, not more, RegF support. Even more Class B's won't help because their knowledge base isn't deep enough to help solve the ARes's problems. Maybe that will change with time once more details about 7 Div come out, but as it stands, I'm seeing a regression of the goal posts.

 

[YZT580]

We don't need them everywhere. Concentrate on the big cities that offer such colleges. I would think Montreal and Toronto are prime for thei. Smaller programs to build maintenance companies and other CSS skills could run in Halifax, Edmonton and maybe Vancouver.

Why? You are suggesting that we (Canada) will provide a full summer of employment. Previous conversations have highlighted the difficulty that students have in finding any kind of summer work. If a student wants to study away from home, that is their choice. Living at home should not be a requirement as you are paying enough of a salary to cover the costs of room and board or shared rental housing so let him study where he wants and don't limit your selection any more than you have to. (especially if you pay his tuition provided he attends classes and actually passes.) I see more of a problem with having instructors available throughout the summer months when everyone wants leave.

 

[markppcli]

So for PMQ's, Single Quarters and recreation facilities on base, what does the responsibility/COC look like?

CFHA, Base Accomodations, PSP in sequence. What are you driving at?

 

[rmc_wannabe]

CFHA, Base Accomodations, PSP in sequence. What are you driving at?

I think his question was more in relation to the gripes about CFHA.

I think that Base Accomodations is fine as is (as they fall under the local Base Comd), but CFHA and CFMWS operate in a very grey area in terms of regulation and oversight.

CFHA operates as an SOA with direct reporting to the MND, while CFMWS is a direct report to the CDS. This means that any tactical pressures or concerns cannot be adequately influenced by local commanders. Governing from the centre doesn't make sense for housing and services, as not all solutions are universal across the country.

My question (for those who have the historicals on things) is what was the run up to CFHA /CFMWS like to influence their creation? Was this part of the "efficiencies" of the 1994 White Paper? Was there "have" and "have not" bases, and this was the solution? Has the situation changed and do we need to revisit both organizations' raison d'etre?

 

[FJAG]

Why? You are suggesting that we (Canada) will provide a full summer of employment. Previous conversations have highlighted the difficulty that students have in finding any kind of summer work.

Yes. That's the point. We fulfill their need for a summer job and they fulfill our need for trained personnel.

If a student wants to study away from home, that is their choice.

Sure. they are free to find a place elsewhere if there is one.

Living at home should not be a requirement as you are paying enough of a salary to cover the costs of room and board or shared rental housing so let him study where he wants and don't limit your selection any more than you have to. (especially if you pay his tuition provided he attends classes and actually passes.)

Living at home is not a "requirement." It is a choice they have. My suggestion is that the army not pay a salary during the civilian school year nor provide rations and quarters. It's a reasonable cost saving measure.

I see more of a problem with having instructors available throughout the summer months when everyone wants leave.

High school summers are appx two months. Most community colleges, like universities operate on a September to April basis giving appx four months for the summer. RegF personnel have roughly one month of vacation on average. Let's ignore for a moment the personnel shortage which, while it effects things at the moment, ought not to be a permanent issue. There are clearly things which need doing during the months of May to August inclusive, including annual leave, postings, and other activities, but these do not consume the entirety of the personnel of the CAF all summer. It's a question of priorities and all too often training the reserves during their prime training season is at the bottom end of the stick.

I'm not suggestion some veh tech from Gagetown be sent to Toronto for four months to teach a DP 1 course. I'm suggesting that the divisional maintenance battalion in Toronto has enough full-time staff and an annual training plan that includes rotating some of its full-time staff through as course instructors on a DP1 vehicle tech course in Toronto using the equipment and training aids and facilities in Toronto.

That's why I talk about a few concentrated, big city locations. That's the only place where you ought to have enough staff available to do this on a routine basis. This ought not to be a one time fly by night operation but part of a managed continuing training program.

 

[childs56]

I am a Heavy truck mechanic and I have considered joining the reserves because I like military equipment and I would enjoy working on it. Then I looked at the reserve pay scale and its a long way down until I see daily pay that comes close to what I could make at a shop around here.

I am a self employed mobile mechanic so I am not fully up on the wages in shops right now. An experienced journeyperson friend of mine was $45 an hour two years ago. An 8 hour shift works out to 3 times the private daily pay. I believe an apprentice with one of those courses you mentioned would make $20-25/ hour day one.

I'm not sure how fast someone could move up in pay or if they would make more as a licensed mechanic but good luck getting guys to work their trade for so little.

You may attract mechanics to the reserves to do soldier stuff because many of us would enjoy that. Then the motivator isn't pay and the disparity isn't such an issue.

If the army would like to hire me to do repairs at my regular shop rate I am willing. The legal issues around clearances and such will likely make it more of a hassle than its worth though.

When I was Recruiting for my Unit you would be a great person for us to of recruited as a Reserve Artilleryman.
To be honest with you there were times when we low bedded trucks and equipment back to Canada from the US because we did not have a Mechanic to fix a bad brake booster, or a simple oil leak. We were not allowed to fix things ourselves. (magically when parts show up and we have some one able to assist in the repair we got things done). Not saying we would have used and abused you. But we also did not travel with a Mechanic all the time because there was not one available. It really sucks when one of your primary gun tractors go down because of a bad brake booster and it is a quick swap and you can get the parts locally. But your not allowed to because of not having a certified mechanic. The Americans were pretty helpful a few times helping us do recovery's and such along with letting us know where they bought their parts from certified suppliers locally.

The Military would gain a huge resource if they hired you on as an Combat Arms soldier as a Reservist and then also hired your mobile mechanic services through out the week to do preventative maintenance on the equipment. Then you have a person who vested in the equipment working for exercise. (unless it was going to be a torrential monsoon and no one wanted to go, then all the equipment could be out of service lol for a few beers).
They need to think outside of the normal in order to make things work and work well.

Supply Techs closely resemble Parts technicians. Why not offer a new person a chance to get a trade as a supply tech in the military while paying for their schooling to become a Journeyman Parts tech. You might attract a few older people also who are switching carrers.

I just pulled this from the Great Canadian Oil Change company site. It is their requirements for a Technician (Full Time)

And here is the job expectation







....

Now where does that fit into the skill sets necessary to maintain a fleet of vehicles?

It is something less that a Heavy Equipment Mechanic.

Are those skills that can be taught on the armoury floor on Class A service?

Taken from Indeed
Job description for Lube Technician Camp Northern Canada.
Experience:

• Lubrication System: 3 years (required)
• Heavy Duty Mechanic/Apprentice (preferred)

Lube Technician installing, maintaining, troubleshooting automatic lubrication systems or in a similar role in the mining, construction, or heavy equipment industries.
Responsibilities

• Install automatic lubrication systems on mobile mining equipment.
• Perform preventive and breakdown maintenance on mobile lubrication systems, including trucks, excavators, bulldozers, loaders, and other heavy machinery.
• Follow manufacturer guidelines and recommended procedures for lubrication intervals, types of lubricants, and quantities.
• Ensure grease fittings, oil, and fluid levels are checked, refilled, and replaced as needed.
• Conduct regular inspections of mobile equipment to monitor the condition of components such as bearings, hydraulic systems, engines, and drive systems.
• Operate various tools and equipment, including lubrication pumps, grease guns, oil drainers, and diagnostic tools.
• Maintain accurate records of services performed and parts used for each vehicle.
• Report any mechanical issues, wear and tear, or abnormalities to the maintenance supervisor for further action.
• Perform heavy lifting as required during repairs and maintenance tasks.
• Assist other technicians and mechanics with minor repairs related to lubrication and fluid systems.
• Ensure that the necessary supplies, tools, and equipment are properly stored, maintained, and available.

Below is another job description closer to what Our people could be trained and doing.

• Refuel/lubricate vehicles and heavy equipment in a safe and environmentally responsible manner to maximize equipment availability and minimize downtime.
• Assist with general maintenance, upkeeping, cleaning, labour tasks and/or duties as needed at the worksite, yard, or warehouse.
• Assist and perform general labour and delegated tasks including basic preventative maintenance, troubleshooting, cleaning of vehicles and equipment, identifying and removing safety hazards.
• Complete any maintenance paperwork and documentation accurately as required.
• Act as a spotter for vehicle or equipment moves if necessary.
• Perform any related and/or additional duties as assigned.

 

[Blackadder1916]

I am a Heavy truck mechanic and I have considered joining the reserves because I like military equipment and I would enjoy working on it. Then I looked at the reserve pay scale and its a long way down until I see daily pay that comes close to what I could make at a shop around here.

I am a self employed mobile mechanic so I am not fully up on the wages in shops right now. An experienced journeyperson friend of mine was $45 an hour two years ago. An 8 hour shift works out to 3 times the private daily pay. I believe an apprentice with one of those courses you mentioned would make $20-25/ hour day one.

I'm not sure how fast someone could move up in pay or if they would make more as a licensed mechanic but good luck getting guys to work their trade for so little.

You may attract mechanics to the reserves to do soldier stuff because many of us would enjoy that. Then the motivator isn't pay and the disparity isn't such an issue.

If the army would like to hire me to do repairs at my regular shop rate I am willing. The legal issues around clearances and such will likely make it more of a hassle than its worth though.

Trying to use the going rate for a civilian occupation as the comparison point for a similar military one is sometimes like comparing apples and oranges. To level the field slightly, since military pay scales are loosely tied to PS rates, it may be better to compare with civilian (I.e., public service) rates of pay in the collective agreement section for Vehicle and Heavy Equipment Maintainers

Operational Services (SV) - Canada.ca

www.canada.ca

VHEs are classified at levels 8 to 14 (roughly consider them ranks/pay grades according to the position filled) with three "steps" for each level (an annual pay increase based on a year in the job). Hourly rates are currently (for worker bees starting out and first level that may have basic supervisory responsibilities)
VHE-8 35.03 36.51 38.03
VHE-10 37.86 39.50 41.12
VHE-12 40.62 42.40 44.12

Apprentices (those who don't meet the minimum qualification standards, e.g. Red Seal) have a lesser pay scale (scroll down in the agreement to view) that has 8 steps that equates to the following.

1. 48 months to certificate, 50% of above cited subgroup
2. 42 months to certificate, 56% of above cited subgroup
3. 36 months to certificate, 62% of above cited subgroup
4. 30 months to certificate, 68% of above cited subgroup
5. 24 months to certificate, 74% of above cited subgroup
6. 18 months to certificate, 80% of above cited subgroup
7. 12 months to certificate, 86% of above cited subgroup
8. 6 months to certificate, 92% of above cited subgroup

Placement in the grid shall be in accordance with provincial, territorial or Red Seal standards or, where there is no provincial, territorial or Red Seal standard, another governing body or government standards.

The 8 pay steps for a VHE-00 (apprentice) are:
19.80, 22.15, 24.52, 26.91, 29.26, 31.62, 34.02, 36.40

There is currently only one position for a "Mechanic" (a VHE-9) listed on GOC job opportunites board.

Mechanic

emploisfp-psjobs.cfp-psc.gc.ca

OCCUPATIONAL CERTIFICATION
——————————————————
OC: Heavy duty equipment technician trade certification, with Red Seal endorsement

For comparison to the classification standard of a VHE-10, this, from CCG, would suggest that they don't have supervisory responsibility and the higher classification is based on a requirement for increased experience especially on specialized/unique vehicles and equipment.

https://ccg-cct.azure.cloud.dfo-mpo.gc.ca/en/Candidate/Shoreside/SimilarDetails?previouspage=SimilarList&id=8&positionid=86

As an example of who might fill such a position, I did find a LinkedIn post of an individual who identifies himself as a VHE-10 working at a CF base in Alberta. He lists his experience as 16 years as a Heavy Vehicle Mechanic with DND and previously as a CAF Vehicle Tech for 26 years. My assumption is that regardless of the rank he held when he retired from the Reg Force, the draw to that level position was likely more about wanting to stay in that location and satisfaction with doing that type of work.

You may have a point about the pay inadequacy for you (and similar older, experienced tradesmen) to seriously consider serving as a Reservist. But, realistically, you aren't the preferred candidate. You may be able to bring many years of training and experience with you but the equivalent experienced soldier-mechanic (in age and years of trade experience) is unlikely to still be a wrench turner but is a supervisor/trainer/planner/pers manager/leader. Look at it in the other direction, going from the military workforce to the civilian workforce. In Alberta (and all/most other provinces) training and experience of CAF Veh Techs is recognized to write the Red Seal exam for a few of the comparable civilian trades. But it is only Reg Force experience that is recognized and individuals who are QL5/DP2, in other words those who have served a minimum of 4 or 5 years at that trade. The trade certification bodies recognize that Reservist tradesmen do not generally work enough (and are not expected to work more than the equivalent of 3 or 4 days per month) to fulfill the supervised OJT requirement for civilian certification.

 

[Dana381]

Trying to use the going rate for a civilian occupation as the comparison point for a similar military one is sometimes like comparing apples and oranges. To level the field slightly, since military pay scales are loosely tied to PS rates, it may be better to compare with civilian (I.e., public service) rates of pay in the collective agreement section for Vehicle and Heavy Equipment Maintainers

Operational Services (SV) - Canada.ca

www.canada.ca

VHEs are classified at levels 8 to 14 (roughly consider them ranks/pay grades according to the position filled) with three "steps" for each level (an annual pay increase based on a year in the job). Hourly rates are currently (for worker bees starting out and first level that may have basic supervisory responsibilities)
VHE-8 35.03 36.51 38.03
VHE-10 37.86 39.50 41.12
VHE-12 40.62 42.40 44.12

Apprentices (those who don't meet the minimum qualification standards, e.g. Red Seal) have a lesser pay scale (scroll down in the agreement to view) that has 8 steps that equates to the following.

The 8 pay steps for a VHE-00 (apprentice) are:
19.80, 22.15, 24.52, 26.91, 29.26, 31.62, 34.02, 36.40

There is currently only one position for a "Mechanic" (a VHE-9) listed on GOC job opportunites board.

Mechanic

emploisfp-psjobs.cfp-psc.gc.ca

For comparison to the classification standard of a VHE-10, this, from CCG, would suggest that they don't have supervisory responsibility and the higher classification is based on a requirement for increased experience especially on specialized/unique vehicles and equipment.

https://ccg-cct.azure.cloud.dfo-mpo.gc.ca/en/Candidate/Shoreside/SimilarDetails?previouspage=SimilarList&id=8&positionid=86

As an example of who might fill such a position, I did find a LinkedIn post of an individual who identifies himself as a VHE-10 working at a CF base in Alberta. He lists his experience as 16 years as a Heavy Vehicle Mechanic with DND and previously as a CAF Vehicle Tech for 26 years. My assumption is that regardless of the rank he held when he retired from the Reg Force, the draw to that level position was likely more about wanting to stay in that location and satisfaction with doing that type of work.

I do understand that civilian pay scales are not a good comparison to military pay scales. I was responding to Kirkhill's post about trying to recruit civilian mechanics into the reserves. Actually I was making the same point as you, that reserve pay would be woefully inadequate to attract anyone to do mechanic work.

You may have a point about the pay inadequacy for you (and similar older, experienced tradesmen) to seriously consider serving as a Reservist. But, realistically, you aren't the preferred candidate. You may be able to bring many years of training and experience with you but the equivalent experienced soldier-mechanic (in age and years of trade experience) is unlikely to still be a wrench turner but is a supervisor/trainer/planner/pers manager/leader. Look at it in the other direction, going from the military workforce to the civilian workforce. In Alberta (and all/most other provinces) training and experience of CAF Veh Techs is recognized to write the Red Seal exam for a few of the comparable civilian trades. But it is only Reg Force experience that is recognized and individuals who are QL5/DP2, in other words those who have served a minimum of 4 or 5 years at that trade. The trade certification bodies recognize that Reservist tradesmen do not generally work enough (and are not expected to work more than the equivalent of 3 or 4 days per month) to fulfill the supervised OJT requirement for civilian certification.

I agree, I don't know much about the internal structure but I don't see how the reserves could field a repair capacity at all with such low hours present. (I.E. 1 evening a week and 1 weekend a month.) A 3-4 hour evening is too short to do most repairs. A proper service (oil change, grease and general inspection with light repairs) usually takes 3-4 hours alone.

Again I don't know how the internal CAF structure works but I would think a full time repair shop manned by either reg force or civilian mechanics should be responsible for maintenance and repairs of Res force assets. If DND wants reserve personal to learn repairs and maintenance they can be sent to the repair facility to learn from the full time mechanics.

 

[mariomike]

Actually I was making the same point as you, that reserve pay would be woefully inadequate to attract anyone to do mechanic work.

Not sure about the wage comparisons, but some GTA Emergency Vehicle Technician/Mechanics were making around $160,000 last year, according to the Sunshine List.

Yes. That includes OT.

Likewise, turning wrenches evenings and weekends for another employer would also involve extra hours.

EVT job call,

City of Toronto Emergency, Fire and Paramedics Services
Job Type & Duration: Full-time, Permanent
Hourly Rate: Step 1: First Year Rate: $47.20 Step 2: Second Year Rate $52.44 (Based on 2024 Rates and in accordance with applicable policies).
Shift Information: Mon - Fri 4 Day rotating 10.5 hrs/day per week

 

[Kirkhill]

So the Reserves can't train techs, nor can they hire techs.

Is that what I am getting here?

In which case Reserve Maintenance Platoons and Companies are a non-starter.

Service Battalions would then be restricted to Supply and Transport Companies. No?

 

[Colin Parkinson]

CFHA, Base Accomodations, PSP in sequence. What are you driving at?

I was wondering if the reporting structure might be part of the problem in how they respond to overall housing issues on a base?

Using your response, AI tells this:

The Canadian Forces Housing Agency (CFHA) reports to both the Chief of Military Personnel and the Assistant Deputy Minister (Infrastructure and Environment) within the Department of National Defence (DND). This dual reporting structure reflects CFHA's unique role as a Special Operating Agency within DND.
Here's a more detailed explanation:
Special Operating Agency:
CFHA is a Special Operating Agency (SOA) within DND, established to manage the Defence Residential Housing Program.
Dual Reporting:
While it operates as a separate entity, CFHA is accountable to two senior officials within DND: the Chief of Military Personnel and the Assistant Deputy Minister (Infrastructure and Environment

 

[childs56]

So the Reserves can't train techs, nor can they hire techs.

I would say they choose not to train Techs, so therefore they have a hard time hiring them.

Is that what I am getting here?

In which case Reserve Maintenance Platoons and Companies are a non-starter.

I think they could have an awesome setup. If they contracted out their Mechanic work to local shops but in turn hired some of those Mechanics to be Reservists maybe in the CBT Arms. Then offer Apprenticeships to people with a commitment to serve.

Service Battalions would then be restricted to Supply and Transport Companies. No?

Maybe, but they really need to work on that also.

 

[DBNSG]

There is an interesting development on both Dartmouth N.S. Community College campus's. The Province has added 100 and 200 Rooms respectively and one of the schools is literally on the Harbour and the other about three Kilometers from Shearwater. Hmmm.