Not completely accurate. I believe that they have said that they are exploring the selling off of some (all?) of the Federal gov't ownership in the airports. A report from CD Howe put Pearson airport, and a number of others across Canada, at 17 billion and that was 11yrs ago.
Sounds like a new aptitude test will happen during BMQ from what i have read. I cant help but feel like we are wasting a lot of time, and money by doing fitness tests, CFATs etc now Basic instead of at recruiting. This isnt alleviating the bottle neck, its just moving it around
Thank you both @FJAG and @daftandbarmy. My question stemmed from the perspective of looking at my father's career which spanned from 1942 to 1987 during the entirety of which he was "deployed" only once, for the first 4 years in the UK. But then most of his career was spent in the JAG and in those days, at least it seems to me looking back, JAG officers rarely if ever deployed (and there were a lot fewer of them).It's a good question and the answer is hard for folks on the outside and also the inside to understand.
"Universality of service," which includes the ability to be deployed anywhere at any time, is the gold standard. Especially in a small force like Canada's. That said, there are positions which must be filled which could easily be filled by people who don't meet the standards. (And you should note that the medical categories for different trades and classifications do vary. Some need better vision or hearing than others - and so on.)
Yes. There are many institutional positions in headquarters and on bases which could easily accommodate someone who can't serve in the field. Unfortunately that means those who can serve in the field may be stuck there forever rather than be rotated around to gain experience (or maybe just be given a temporary break away from the field)
The problem comes in with drawing the line. Especially when you start dealing with the needs of Human Rights legislation and and individuals' unique case situation. An employer's lowering the bar for some cases to make an exception, may soon become the new standard applied to everyone across the board. The corporate position on where those lines are change from time to time and similarly the way that the standards are applied at the lower levels may very from person to person who is required to apply those standards.
The CAF has a very complex mass of orders, regulations, directions and policies and they can be difficult to interpret at any given time even if well written (and many are not).
And creating future liabilities for the Government of Canada, as people who never should have been in the CAF get injured.
The longer you wait to recruit people, the more likely the best candidates will go elsewhere. Risk adverse slow recruiting doesn't necessarily result in the best case for the CAF either.
Alot of private companies refuse to acknowledge that too, mine included. My field demands people skills, and if you cant talk to people it doesnt matter how well you know food safety if you cant communicate that to a client
Funny that you should mention that. I started my career both regular and reserve force as a gunner but transferred to the reserve force in 1981 to go to law school and become a reserve legal officer until 2009. I was active in the branch from around 1983 so might know your dad and undoubtedly ran into him during our various branch conferences.
My shop has that issue. Hired ticketed machinists but they weren't capable of doing the job/being trained to work on what we needed effectively. Refusal to get rid of them during probation and now has more than a few guys only capable of the most basic tasks. Anything more complicated and they destroy equipment/screw the job up. Same thing with apprentices, a few are solid, and two are worthless. After 4 years still struggling to drill a basic hole in steel. Again refusing to react and deal with it resulting in everyone else pulling up the slack for them.
You would definitely have overlapped by a couple of years. Dad was in NDHQ from 1974 to 1987 but the last two years or so was working out of DGCB on a government wide pension reform project. He actually stayed on as a civilian to continue working on that project and didn't finally retire from DND until '97.Funny that you should mention that. I started my career both regular and reserve force as a gunner but transferred to the reserve force in 1981 to go to law school and become a reserve legal officer until 2009. I was active in the branch from around 1983 so might know your dad and undoubtedly ran into him during our various branch conferences.
You are absolutely correct. Prior to 2004 legal officers rarely did tours. They would work out of Ottawa or one or another of the major bases in Canada. Some were posted into to CF Europe and the odd one would deploy operationally here or there but briefly. There were over a hundred legal officers in the branch then and - after 1984 - sixty reservists. The number of regular force ones increased dramatically during and after the Somalia affair. The number of reservists stayed the same.
Operational deployments changed with Afghanistan when, at any given time, a number of legal officers did operational tours with several of the units and the headquarters there - usually six months at a time. A fair number of the branch did tours there.
Yea. We would have only bumped into each other at conferences. During that timeframe my basic bailiwick was MilArea Prairie working out of Brandon and Winnipeg and the odd court martial elsewhere.
