- Reaction score
- 0
- Points
- 410
UNCLAS
CANFORGEN 142/06
SUBJ: OPERATIONAL DEPLOYMENT, PROFESSIONAL QUALIFICATIONS AND PROMOTION
1. A major thrust of CF transformation has been emphasis on the conduct of operations as the focus of our existence as a military force. To a growing number of individual members this has resulted in an increase to time spent in preparing for, conducting and decompressing from operations in active duty areas. As a result, it has not been possible for many of these members to attend courses leading to professional qualifications required for progression within their military occupations
2. At the same time, these members have proven themselves in operations and have acquired essential skills and experience that cannot be provided by formal courses. It is these skills and experience that will allow the CF to continue to deploy to operational theatres around the world and to succeed once there. They are therefore of value to the cf and deserving of recognition
3. The cds has therefore directed that no CF member is to be disadvantaged during selection board or succession planning deliberations in either rank or employment because of the lack of professional qualification that the member was unable to obtain due to preparations for, service in or restricted movement during a six month re-integration period following a mission. Promotion boards will be instructed by CMP/DGMC to ensure that scoring criteria employed by them reflect this direction
4. In effect, members who normally would have been scheduled to attend career courses during pre-deployment training, deployment or re-integration will be awarded appropriate credit by promotion boards in recognition of the unique skills and experience that they possess. In succession planning for appointments, these individuals will also be considered, unless there is substantive evidence to the contrary, to be suitable for promotion and for employment at the next rank level despite the absence of a formal qualification. Formal qualifications should be upgraded as soon as practicable after the re-integration period and career managers will work closely with affected members and their chains of command to ensure priority loading of these individuals on career courses
5. In their roles as board secretaries, career managers will work
With the chain of command to ensure that any CF member under consideration by a board who falls into this category is so
Identified to the board for application of this policy
CANFORGEN 142/06
SUBJ: OPERATIONAL DEPLOYMENT, PROFESSIONAL QUALIFICATIONS AND PROMOTION
1. A major thrust of CF transformation has been emphasis on the conduct of operations as the focus of our existence as a military force. To a growing number of individual members this has resulted in an increase to time spent in preparing for, conducting and decompressing from operations in active duty areas. As a result, it has not been possible for many of these members to attend courses leading to professional qualifications required for progression within their military occupations
2. At the same time, these members have proven themselves in operations and have acquired essential skills and experience that cannot be provided by formal courses. It is these skills and experience that will allow the CF to continue to deploy to operational theatres around the world and to succeed once there. They are therefore of value to the cf and deserving of recognition
3. The cds has therefore directed that no CF member is to be disadvantaged during selection board or succession planning deliberations in either rank or employment because of the lack of professional qualification that the member was unable to obtain due to preparations for, service in or restricted movement during a six month re-integration period following a mission. Promotion boards will be instructed by CMP/DGMC to ensure that scoring criteria employed by them reflect this direction
4. In effect, members who normally would have been scheduled to attend career courses during pre-deployment training, deployment or re-integration will be awarded appropriate credit by promotion boards in recognition of the unique skills and experience that they possess. In succession planning for appointments, these individuals will also be considered, unless there is substantive evidence to the contrary, to be suitable for promotion and for employment at the next rank level despite the absence of a formal qualification. Formal qualifications should be upgraded as soon as practicable after the re-integration period and career managers will work closely with affected members and their chains of command to ensure priority loading of these individuals on career courses
5. In their roles as board secretaries, career managers will work
With the chain of command to ensure that any CF member under consideration by a board who falls into this category is so
Identified to the board for application of this policy
