Government hints at boosting Canada’s military spending

I have long said that you could fund the CAF to 4 percent of GDP, but we would still lag behind in NATO and be much the same where we are.

It's never the money, it's politics. It's procedures. It's the pork-barreling in our defence spending that makes us a paper tiger in NATO.

My only hope in all of this for the CAF and the GoC, whatever the political stripe that may be, is that it will rouse them out of the "Peace Dividend" slumber. The world has been unstable since 1945. We have used geography, proximity, and association as a Defence Policy ever since. ICBMs don't care how close to the U.S. or how far from Russia/China we are.

Don't give us a dime more, but let us spend money on defence like it matters. The fact we follow the same rules for purchasing a fighter aircraft as we do for buying office furniture for a Service Canada office is disgraceful. Don't treat defense procurement as a stimulus package for Canadian Industry. There I said it.

We spend so much money, time, and effort trying to get that money to stay in Canada; be it by awarding contracts to companies with no capability to produce items without first "retooling" and"developing the production lines", or by hamstringing perfectly competent and competitive bidders by forcing the project to be made in St. Margaret de Poutain de Champignon, QC because the ruling government either lost the seat in the election, or won it with promises.

We spend so much money and staff hours jumping through TBS regulations that are great for other departments, but are terrible for defence procurement. Some items you have to sole source, because there are technologies and capabilities no one else makes. By doing the bid process, you get companies clamoring for a project they can't deliver on, but because they tick the bright boxes on the score sheet....

I truly and honestly belief we need to split from PSPC and legislate that its not beholden to TBS, only to the PBO/PCO. The guiding principles of this new Defence Procurement department should be "Off the shelf, from somewhere else" if there isn't an industry in Canada.

BOOTFORGEN has demonstrated how well we do when we are able to actually get what we need, instead of lining the pockets of a Canadian company that got lucky.

That, but with tanks, fighters, ships, weapons systems....

 

[YZT580]

You highlight one of the CAF's retention issues in this paragraph.

If someone would rather stay operational, why would you force them to do something they don't want to do? Seems like a perfect way to encourage people to look elsewhere for employment.

It doesn't matter how much potential someone has, if they don't want to do the work they are not going to bring their best to the job.

The British had an interesting system in place for their management team in the ACC back in the 90's. They double teamed every middle management position. All were considered as operational. An individual would come off operations for a designated period, spend a week or so getting up to speed with the person he/she was relieving and then assume the non-operational duties. the person he replaced went back to their position in operations; requiring them to live and work with the decisions they had made in the previous 6 months or so. The two rotated by schedule, although allowance was made to ensure that a project nearing completion was finished before the relief. A little cumbersome but it allowed them to maintain currency and skills and made them more responsible for good decision making. It also removed the them/us attitude in operations. Just a thought!

 

[Fishbone Jones]

Is this raise in spending before or after we replace all the stuff he gave away to Ukraine? Or are we on the hook for his largesse?

 

[Halifax Tar]

Like I said earlier, "Breadth of experience" is of no use when the person with said experience is disgruntled and takes it elsewhere.

I get it, I really do. BUT I have a BUT. When do the requirements of the service supersede ones wishes ?

How long and what positions do we let people hold down indefinitely ?

 

[quadrapiper]

That works in principle, but seconding Capt Bloggins from 4XX Sqn to ADM Mat or PMO for 3-6 months when 4XX Sqn is hurting for pilots and Capt Bloggins needs to fly at least once every 30 days to stay current is not really going to work out long term.

Would that be better or worse, assuming you flush everyone back to (say) the Wings, than Capt Bloggins leaving the flying world for three years?

On the workups and officer progression discussion: would porting whatever the RCN does as far as posting timings and subordinating personnel box-checking to the ship's needs to the Army be a worthwhile fix? Also: are there any other RCN career practices worth copying?

 

[Halifax Tar]

Would that be better or worse, assuming you flush everyone back to (say) the Wings, than Capt Bloggins leaving the flying world for three years?

On the workups and officer progression discussion: would porting whatever the RCN does as far as posting timings and subordinating personnel box-checking to the ship's needs to the Army be a worthwhile fix? Also: are there any other RCN career practices worth copying?

Not many, but I would propose some form of HPD (Home Port Division).

 

[daftandbarmy]

Would that be better or worse, assuming you flush everyone back to (say) the Wings, than Capt Bloggins leaving the flying world for three years?

On the workups and officer progression discussion: would porting whatever the RCN does as far as posting timings and subordinating personnel box-checking to the ship's needs to the Army be a worthwhile fix? Also: are there any other RCN career practices worth copying?

I'm not sure how these are deployed in either service but I like the idea of promotion 'boards', if they are well run, for certain appointments.

Some of the best boarding approaches I've seen include subordinates of the 'boardee'. If you've treated your people like crap, that tends to come out

I had a look at the new GOFO selection process. It looks really, really complex and might just bog down under it's own red tape, but the principles are sound. If this multi-faceted approach could be fast tracked in some way it's probably a good idea for other rank levels too:

CAF improves promotion selection process, beginning with General and Flag Officers - Canada.ca

This process allows the CAF to evolve its appointment to command and promotion processes in order to be more inclusive and to ensure that those who are selected to lead truly embody CAF values.

www.canada.ca

 

[Quirky]

A Spec 1 5A Cpl makes $76.5K, still good money, but nowhere near $100K.

That’s excellent money when you consider all the benefits, job security and pension. Majority of people still don’t think it’s enough and assume the lucrative world of the AME ‘make more’. People are dumb.

 

[OldSolduer]

I get it, I really do. BUT I have a BUT. When do the requirements of the service supersede ones wishes ?

The requirements of the military in a perfect world would always supersede the wants and needs of the individual.
That is the CAF I grew up in. Career managers might post you to where you wanted to go BUT the needs of the military always came first.

But that has changed.

 

[Furniture]

I get it, I really do. BUT I have a BUT. When do the requirements of the service supersede ones wishes ?

As infrequently as possible... The CAF should be considering members wishes before deciding "it would be good for their career" to move them across a continent to get a check in a box.

That said, we need to provide clear information to people that is followed through on, so they can make informed choices about where they want their career to go. I shouldn't be sitting here 60% sure I'm going somewhere next summer, but not sure if/where I am getting posted. There are only 20 at my rank in the occupation, of that 20 there are only a few that aren't newly promoted/posted.

How long and what positions do we let people hold down indefinitely ?

Depends on the position, if it's a 1 of 1 that is highly desirable like Port Met Inspector, there should be a clear message that it's a 2-3 year posting, followed by a posting somewhere else. If you don't agree to the conditions, you don't get the job, if you don't like it after taking the job, your COS is your release date. If it's S1 observer on a Wing? stay as long as you like.

The problem right now is we treat all positions pretty much the same apart from CPO1/CWO jobs, that come with a timeline to release or SCP if you aren't picked up for anything further. If we had a more responsive HR system we could manage careers and positions more effectively, and maybe formalize all the "if you take this posting, I'll get you where you want to go next time", rather than it being the CAF equivalent of "the cheque is in the mail".

The requirements of the military in a perfect world would always supersede the wants and needs of the individual.
That is the CAF I grew up in. Career managers might post you to where you wanted to go BUT the needs of the military always came first.

But that has changed.

@OldSolduer It hasn't changed for all, just for some(allegedly).

That's one of the big problems we have in some occupations, the existence/perception of favouritism. Some people get the postings they want every time, others go where "the needs of the CAF" send them.

 

[KevinB]

Is this raise in spending before or after we replace all the stuff he gave away to Ukraine? Or are we on the hook for his largesse?

That's sounds like DJT...
Given the CAF wasn't really operationally viable anyway beyond a Btl Group -- does it matter if everyone beyond that is given away?

 

[Fishbone Jones]

That's sounds like DJT...
Given the CAF wasn't really operationally viable anyway beyond a Btl Group -- does it matter if everyone beyond that is given away?

I could be a defeatist and say that being our miniscule military on the world stage means we don't need shit except shovels, sandbags, trucks, generators and chainsaws. In case we have a flood or ice storm. Our NATO contribution has been a self boasting lie forever.

 

[KevinB]

I could be a defeatist and say that being our miniscule military on the world stage means we don't need shit except shovels, sandbags, trucks, generators and chainsaws. In case we have a flood or ice storm. Our NATO contribution has been a self boasting lie forever.

Well pre disassembly of 4 CBMG it was actually a decent sized, considering AMF(L) and CAST.
The "Golden Age of Peacekeeping" in the 90's destroyed that - and I'd argue the CAF in the process.

 

[dapaterson]

Program Review in the 90s, without leadership planning to rebuild and reorient the force, was the problem.

Add to that the RCAF committing their reserve and not then reconstituting it, plus the Army's unwillingness to change, and a century of tradition unimpeded by progress in the RCN...

 

[daftandbarmy]

Program Review (or Peace Dividend) in the 90s, without leadership planning to rebuild and reorient the force, was the problem.

Add to that the RCAF committing their reserve and not then reconstituting it, plus the Army's unwillingness to change, and a century of tradition unimpeded by progress in the RCN...

The Peace Dividend seems to have been 'crisis management'

 

[rmc_wannabe]

The requirements of the military in a perfect world would always supersede the wants and needs of the individual.
That is the CAF I grew up in. Career managers might post you to where you wanted to go BUT the needs of the military always came first.

But that has changed.

And this is part of the problem. The needs of the service right now are people. Plain and simple.

We touted the service before self bit enough with little to nil return; we need to check fire, reorient, and engage differently if we are going to have a service to put before self.

If the Intent is to reconstitute the CAF, the Main Effort in my eyes needs to be retention. I see this at the Training Establishment level already where you get the recruits in; they exist, they're in the system, we need to train them and get them to OFP so we can plug holes where needed in the field force.

Biggest problem is that we are in the Black for MCpl/Sgts and Capt/Maj positions to train these folks.

So you can get 10000 new recruits in if you open the flood gates: we have no infrastructure, instructors, or equipment to train them all

 

[Kirkhill]

I get it, I really do. BUT I have a BUT. When do the requirements of the service supersede ones wishes ?

How long and what positions do we let people hold down indefinitely ?

Respectfully but how is that any different than line managers in civilian companies constantly reviewing their staff to determine if they are good fits and serving the needs of the manager and the company?

In a big company some people may have the luxury of being reassigned. More often than not people are handed their severance and replaced.

 

[daftandbarmy]

Respectfully but how is that any different than line managers in civilian companies constantly reviewing their staff to determine if they are good fits and serving the needs of the manager and the company?

In a big company some people may have the luxury of being reassigned. More often than not people are handed their severance and replaced.

Coincidentally, I spoke to a senior manager who's firing 50 people a month for not getting vaccinated.

Is the CAF doing the same?

 

[TCM621]

The Army is surprised every year by annual events.

I remember one year they were surprised by Easter.

 

[TacticalTea]

I remember one year they were surprised by Easter.

Easter's a tricky one! It surprises me every year!

 

[Halifax Tar]

As infrequently as possible... The CAF should be considering members wishes before deciding "it would be good for their career" to move them across a continent to get a check in a box.

Its just not that easy. One release causes a ripple effect. You know that I know as you're in a very small trade.

I think the fix for this getting rid of the color purple. Not a fix all, but its probably a 70% fix.

That said, we need to provide clear information to people that is followed through on, so they can make informed choices about where they want their career to go. I shouldn't be sitting here 60% sure I'm going somewhere next summer, but not sure if/where I am getting posted. There are only 20 at my rank in the occupation, of that 20 there are only a few that aren't newly promoted/posted.

Absolutely. We need some definition in our career paths. The constant roll of the dice every year is nauseating.

Depends on the position, if it's a 1 of 1 that is highly desirable like Port Met Inspector, there should be a clear message that it's a 2-3 year posting, followed by a posting somewhere else. If you don't agree to the conditions, you don't get the job, if you don't like it after taking the job, your COS is your release date. If it's S1 observer on a Wing? stay as long as you like.

(1) This doesn't lead to geographic stability, which is what I though you were searching for.

(2) Bingo, I am in agreement to this. If you want geographic stability there are less career opportunities.

The problem right now is we treat all positions pretty much the same apart from CPO1/CWO jobs, that come with a timeline to release or SCP if you aren't picked up for anything further. If we had a more responsive HR system we could manage careers and positions more effectively, and maybe formalize all the "if you take this posting, I'll get you where you want to go next time", rather than it being the CAF equivalent of "the cheque is in the mail".

I'm going to need to expand on this before I respond.

Good conversation! I truly appreciate it.

Like I said earlier, "Breadth of experience" is of no use when the person with said experience is disgruntled and takes it elsewhere.

Breadth of experience cant be concentrated into a few individuals for what ever reason. We have to develop people, and we have to give people a tempo break; sometimes whether they think they need it or not.

After my 2020 deployment, I volunteered to go right back out the door. My MOC Advisor pulled in for a coffee and told me no. I needed a break. He was right, and I couldn't see it at that point. Thank you Danny.

Respectfully but how is that any different than line managers in civilian companies constantly reviewing their staff to determine if they are good fits and serving the needs of the manager and the company?

In a big company some people may have the luxury of being reassigned. More often than not people are handed their severance and replaced.

I'm not picking up what you're putting down.