- Reaction score
- 0
- Points
- 210
Here we go, might be a good opportunity for some guys about to retire though.
http://www.valcom.ca/Ottawa/careers/current_positions/default.htm
http://www.valcom.ca/Ottawa/careers/current_positions/default.htm
Civie Contractors - Jobs being posted
- Thread starter Garett
- Start date
- Reaction score
- 0
- Points
- 60
Hiring "civvy" LAV gunnery instructors points out the foolishness of a lot of alternative service delivery. The Army hires civilian firms to replace soldiers and in effect encourages the soldiers to leave. Now they have to train a new soldier, pay a pension and a wage with substantial markups to get the same job done. Then the CF cries that it has high op tempo and not enough people and everyone needs a pay raise, when the shortages are caused by CF policies.
A lot of ASD and procurement is done with the military supporters looking down range at their own future. It's corruption and often very bad value. One reason CF procurement is so out of whack is that a lot of bad decisions are driven by officers planning for retirement. It would be much better if as many hidden agendas as possible were removed from the procurement process.
SCAN actually encourages attrition by prepearing soldiers to leave. It's as if GM paid for carpentry classes for it's machinists.
Another version is converting regular to Class B or C positions. Capt X retires, draws his pension, and joins the "reserve" and starts his old full time job as a reservist but without any chance of being deployed on international ops unless he desires it. The general in charge of LFFR has actually done this! There's good value...60% pay raise and a generals spot taken off the list of "regular force generals". Most journalists wouldn't know enough about the military to catch this subterfuge and so it goes on.
So what's the answer.
* Require anyone receiving high tech, post graduate or business training to commit to serving 21 days for every day of actual training,
* Increase the commitment for pilots, ROTP, DOTP and MOTP to 6 years after graduating,
* Cancel SCAN training,
* Forbid drawing a CF pension by members on full time service, and
* Make it illegal for contractors to employ former service members who have worked on the procurement of their goods or services for a
period of 5 years after the member has left the CF
A lot of ASD and procurement is done with the military supporters looking down range at their own future. It's corruption and often very bad value. One reason CF procurement is so out of whack is that a lot of bad decisions are driven by officers planning for retirement. It would be much better if as many hidden agendas as possible were removed from the procurement process.
SCAN actually encourages attrition by prepearing soldiers to leave. It's as if GM paid for carpentry classes for it's machinists.
Another version is converting regular to Class B or C positions. Capt X retires, draws his pension, and joins the "reserve" and starts his old full time job as a reservist but without any chance of being deployed on international ops unless he desires it. The general in charge of LFFR has actually done this! There's good value...60% pay raise and a generals spot taken off the list of "regular force generals". Most journalists wouldn't know enough about the military to catch this subterfuge and so it goes on.
So what's the answer.
* Require anyone receiving high tech, post graduate or business training to commit to serving 21 days for every day of actual training,
* Increase the commitment for pilots, ROTP, DOTP and MOTP to 6 years after graduating,
* Cancel SCAN training,
* Forbid drawing a CF pension by members on full time service, and
* Make it illegal for contractors to employ former service members who have worked on the procurement of their goods or services for a
period of 5 years after the member has left the CF
- Reaction score
- 3,107
- Points
- 1,160
"Cancel SCAN training,"
What a fabulous idea. "Thanks for spending your entire adult life beating your body and mind into the dirt. Be quick, or the doorknob will get ya on the way out."
What a fabulous idea. "Thanks for spending your entire adult life beating your body and mind into the dirt. Be quick, or the doorknob will get ya on the way out."
- Reaction score
- 1
- Points
- 410
I assume you gave some thought to your numbers? A two year MA in War Studies would result in a commitment of a minimum of (roughly) 27 years...
Right... :
This smells really bad too. I don't see procurement guys lining up at GM Diesel, for instance.
DAOD 7021-2 Post Employment Guidelines for Col & above (many who have one year of accum/accrued leave anyways) states:
Senior employees and senior members shall disclose to CRS in writing, using Parts l and II of DAOD Form 7021-2A, Post-Employment Declaration:
all firm offers of employment they receive that could place them in a real, apparent or potential position of COI; and
all such offers of employment that they accept.
During the one-year limitation period that begins with retirement, release, cessation of employment on full-time service or termination, as applicable, a former senior employee or a former senior member shall not:
accept appointment to a board of directors of, or employment with, entities with which they personally, or through their subordinates, had significant official dealings during the period of one year immediately prior to the termination of their employment or service;
make representations for, or on behalf of, persons to any department or organization with which they personally, or through their subordinates, had significant official dealings during the period of one year immediately prior to the termination of their employment or service; or
give advice to their clients using information that is not available to the public concerning the programs or policies of the DND or the CF or of departments or organizations with which they had a direct and substantial relationship.
Making representations means:
becoming involved on behalf of a new employer in relation to any contract in any negotiating activities with the DND or the CF, or any other federal government department or organization, with which the former senior employee or former senior member personally, or through their subordinates, had significant official dealings during the last year of employment or service;
attending meetings between the DND or the CF and a new employer as an observer or in any other capacity, because attendance at such meetings, even as an observer, could be perceived as making representations; or
having dealings or meetings with personnel of a project office of the DND or the CF, or any other federal government department or organization, with which the former senior employee or former senior member personally, or through their subordinates, had significant official dealings during the last year of employment or service, even for the purpose of seeking information about the project.
Reduction of the One-Year Limitation Period The DM or CDS, as applicable, may reduce or waive the limitation period of employment for a senior employee, former senior employee, senior member or former senior member, taking into account:
the circumstances under which the termination of employment or service occurred;
general employment prospects;
the significance to the federal government of information possessed by virtue of that person's position in the DND or the CF;
the desirability of a rapid transfer of that person's knowledge and skills from the DND or the CF to private, other government or non-government sectors;
the degree to which the new employer might gain unfair commercial or private advantage by hiring that employee;
the authority and influence possessed while in the DND or the CF; and
the disposition of other cases.
Senior employees and senior members shall disclose to CRS in writing, using Parts l and II of DAOD Form 7021-2A, Post-Employment Declaration:
all firm offers of employment they receive that could place them in a real, apparent or potential position of COI; and
all such offers of employment that they accept.
During the one-year limitation period that begins with retirement, release, cessation of employment on full-time service or termination, as applicable, a former senior employee or a former senior member shall not:
accept appointment to a board of directors of, or employment with, entities with which they personally, or through their subordinates, had significant official dealings during the period of one year immediately prior to the termination of their employment or service;
make representations for, or on behalf of, persons to any department or organization with which they personally, or through their subordinates, had significant official dealings during the period of one year immediately prior to the termination of their employment or service; or
give advice to their clients using information that is not available to the public concerning the programs or policies of the DND or the CF or of departments or organizations with which they had a direct and substantial relationship.
Making representations means:
becoming involved on behalf of a new employer in relation to any contract in any negotiating activities with the DND or the CF, or any other federal government department or organization, with which the former senior employee or former senior member personally, or through their subordinates, had significant official dealings during the last year of employment or service;
attending meetings between the DND or the CF and a new employer as an observer or in any other capacity, because attendance at such meetings, even as an observer, could be perceived as making representations; or
having dealings or meetings with personnel of a project office of the DND or the CF, or any other federal government department or organization, with which the former senior employee or former senior member personally, or through their subordinates, had significant official dealings during the last year of employment or service, even for the purpose of seeking information about the project.
Reduction of the One-Year Limitation Period The DM or CDS, as applicable, may reduce or waive the limitation period of employment for a senior employee, former senior employee, senior member or former senior member, taking into account:
the circumstances under which the termination of employment or service occurred;
general employment prospects;
the significance to the federal government of information possessed by virtue of that person's position in the DND or the CF;
the desirability of a rapid transfer of that person's knowledge and skills from the DND or the CF to private, other government or non-government sectors;
the degree to which the new employer might gain unfair commercial or private advantage by hiring that employee;
the authority and influence possessed while in the DND or the CF; and
the disposition of other cases.
- Reaction score
- 1
- Points
- 410
Gunner98 said:
Ack. I think (and could well be wrong here as I'm putting words in MS' mouth) that the idea is to extend this to everyone and to make it even longer. I'm still wondering, though, where he gets the idea that there are hordes of military personnel - previously involved with systems procurement - working for defence contractors and that such involvement has had a detrimental effect on the procurement process.
- Reaction score
- 0
- Points
- 210
Michael Shannon said:
Attending a SCAN seminar roughly two years away from retirement was one of the most beneficial things that I have every done in terms of preparing myself for post-service life. Indeed, I would strongly recommend that all serving Regular Force members attend a SCAN seminar at the five year point of their career and every 5 years afterwards with the final session at least 3 years prior to release. The information provided by the various briefers changes considerably from year to year based on Treasury Board amendments to the CF Superannuation Act, release entitlements (eg. intended place of residence), and post-release education/skills enhancement benefits.
Based on the initial quote, I suspect that Mr. Shannon has confused SCAN (a broad-ranging two day information session delivered by various experts) with the limited range of post release education benefits that retiring members may or may not be entitled to. One example of the latter would be the recently introduced Skills Enhancement Programme (SEP), which replaced the former Personnel Enhancement Program (PEP) last year. Contrary to popular belief, the CF's post-release education benefits are extremely limited in comparison to those of some of our allies (eg. the U.S. GI Bill). I would certainly not consider them to "encourage release" - quite the opposite is in fact the case.
In the case of a medically fit individual who voluntarily releases or is released at the end of a fixed term of service, the current education benefit (SEP) only applies if the member has no identifiable civilian-equivalent trade. If you have a military technical trade qualification with a civilian equivalent certification (eg. Airframe Technician), you are entitled to no benefit whatsoever because you are deemed qualified to seek immediate civilian employment in that field. If you have a university degree (funded by yourself or the CF), then you are entitled to no benefit whatsoever because you are deemed qualified to seek employment in your degree field. If you are in a military trade that can be upgraded to obtain equivalent civilian certification (eg. MSE Op = commercial trucking license, or Construction Engineer = general contractor), then the SEP will provide you with a maximum of $5,000 in funding over a 2 year period following release to obtain your civilian equivalent qualification in a directly related employment field. Note that you cannot pursue a different employment field - to obtain the $5k in skills certification assistance you are locked into the direct civilian equivalent of your former military trade. It is only in the case where you have no civilian equivalent trade (applicable primarily to combat arms trades), that you are permitted to apply your $5K benefit to the civilian career field of your choosing. You may only apply the benefit to formal qualification programs offered by an accredited educational institution (eg. an apprenticeship programme, a degree, a diploma, or similar certification). The education that you are pursuing MUST directly lead to civilian employment qualification, in accordance with a detailed education plan prepared by the member and approved by the Canadian Forces Leadership Academy. There are many more restrictions and limitations, but I'm sure you get the picture by now. Long gone are the days of the $20K PEP "free lunch".....
The fact of the matter is that current release "benefits" provide very few CF members a funded opportunity to pursue a civilian career field which is different from their military trade. Even where such cases exist, the funding itself is extremely limited ($5,000 over two years is quite literally "peanuts").
Based on the above FACTS, I would respectfully suggest that current CF post-release education benefits do nothing to encourage release. Indeed, if anything they serve to thoroughly discourage it. And there is nothing whatsoever in the SEP which encourages "machinists to become carpenters". Again, the exact opposite is true - those with an existing trade certification recognized in the civilian world are entitled to zero benefits.
As for the SCAN information sessions? I can only reiterate my advice to attend one ASAP if you have at least 5 years of service and have never done so. It will open your eyes to the potentially harsh realities of life after Regular Force service and will give you the necessary information to make informed decisions about your personal future. At the end of the day, "Knowledge is Power"......
Sorry to have to disagree with you Mr. Shannon, but the SCAN program is an essential source of information of benefit to CF members approaching the end of their military service. In my view, it is a fundamental ethical responsibilty of the CF to ensure that members are fully informed about their post-release benefits and opportunities. Cancellation of SCAN would do nothing to encourage retention, but it would certainly deprive those who are considering leaving of the critical information required to make sound decisions. That would be a very dumb move IMHO, for a whole host of reasons.
FWIW.
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