We write to you to provide an update on a number of topics in which we are sure you are interested. However, before we do, we wish to formally acknowledge the change of RCCS CWO appointment. As CWO MacIsaac steps down, it is fitting that we recognise his untiring efforts over the past two plus years. Not only has he supported Dir RCCS by providing advice on a number of topics, he has worked tirelessly behind the scenes to ensure our Corps was well represented in a variety of forums, not the least of which was Canadian Army and other L1 Succession boards. On your behalf, we thank him for his service to all of us in his capacity as the RCCS CWO. As a Corps we welcome CWO Pat Richer as the new RCCS CWO.
Specialist Pay. In our last update we informed you that Chief Military Personnel (CMP) had stopped work on any pay analysis in order to “re-tool” and modernize their process to conduct pay reviews. We therefore intended to seek removal of the current pay protection with a view to re-instating Spec Pay to those who had been receiving it prior to MES IP. The good news is that CMP is still on track to complete their work by the end of Nov 15 and will commence pay reviews shortly thereafter. Better news is that currently the ACCIS file is first on the “To Do” list. The MES team continues to work closely with the staff in the Director of Pay Policy and Development, to ensure we provide them the best possible information with which to conduct the review. Upon completion of the review, Chief Military Personnel will pass the recommendation to the Chief of Defence Staff for decision. The bad news is that there is no policy mechanism to have Pay Protection removed. As soon as we have the targeted completion date for the ACISS Pay Review we will share it with you.
Communication Information System Technology Manager (CISTM). In our last communique, we informed you that that we would be taking a hard look at the CISTM sub-occupation and taking a look at the available options. This analysis has been conducted. Based on the assessment, the current construct of having CISTM as a sub-occupation into which CST, IST and LST automatically transfer upon promotion to WO and into which ACISS-Core can transfer, is not working. Nor is it likely to work in the short to midterm within the current CMP Personnel Management policy framework. To that end we will be requesting that CMP remove CISTM as a sub-occupation of the ACISS trade with the intent that sub-occupations of LST, CST and IST continue to the rank of MWO. While we wait for this to take effect, we will again conduct merit boards for CISTMs by previous sub-occupation and continue to handle CISTM career management (posting, promotion etc) by the previous sub-occupations; essentially as if the sub-occupations of LST, CST and IST extended through to the rank of MWO.
Notwithstanding the intent to remove CISTM as a sub-occupation, the concept of having our senior non-commissioned members regardless of sub-occupation develop into technology managers is sound and remains extant. The WOs and MWOs of today and more so into the future, must “think system”. Further, they must be capable of leading the soldiers of the RCCS who will be the subject matter experts on the technologies inherent in the command support capabilities we bring to the battlefield. Therefore, we will assess the professional development requirements in due course. Further, we will ensure that our soldiers begin to “think system” at the earliest stages of their professional development.
Miscellaneous. You may have already heard, but I am happy to officially announce that the RCCS has been approved to re-adopt Begone Dull Care as our Corps March. Although this March was formally the official march of the 1st Cdn Sig Regt and 1st Cdn Div HQ and Sig Regt this linkage broke upon the formation of the Joint Signal Regiment and it was removed from the official listing of Marches in the Heritage Structure of the Canadian Forces - CFP 200. Now we have it back for the entirety of the RCCS.
At the request of a few of our members, we have also been authorized as a Corps to wear spurs as an option with Mess Dress. Details will be promulgated in future versions of the CF Dress Instructions.
Within the Canadian Army there is some discussion about re-adopting the Royal Blue beret for those Corps and Regiments that formally wore it; specifically the RCCS, RCEME, RCE and RCA. From a RCCS perspective, should the CA decide that this is the way forward, we are supportive and will use this initiative to also look at the adoption of our former collar dogs as well. There are some who believe that we should equally adopt the former cap badge of the RCCS. However, the RCCS remains a component of the Communication and Electronic Branch and it is our common cap badge that is the sole uniform identifier that unites the CA, the RCAF and the Communication Research Operators as members of the Branch.
Sub-occupation Selection and Training
The collaborative work continues between the MES team and CFSCE to provide the necessary learning environment for DP 1.1 and beyond. This will allow for the multi-faceted manner by which soldiers will be selected (including the possibility for self-selection) for sub-occupations.
More details on training and career/employment management will be promulgated in the coming months.
Lastly, let us take the opportunity to highlight an individual accomplishment by one of our soldiers. Cpl Marc-André Gosselin, ACISS-CST currently stationed at CFS Leitrim successfully defended his title finish from last year at the 2CMBG Ironman competition. He again finished first; 15 minutes ahead of his closest competition; an outstanding accomplishment.
In closing, let us remind ourselves that without change there is no progress. The technology inherent in the command support capability delivered by the members of the RCCS whether they are employed in the field force of the Army, in strategic communication units, or delivering projects in ADM(Mat) or ADM(IM) requires that they be agile, well-educated and well trained. To that end the RCCS must be a workforce comprised of system technologists and technology managers that can regularly adapt to the insertion of new technologies. This is the intent behind the ACISS Military Employment Structure. A structure we are working hard to institutionalize for the future of our Corps.
