PROGRESS REPORT DEC 2004 CDS DIRECTIONS TO CFPSA NPP BOD 26 JANUARY 2006

2 OUTLINE First impressions Deployed operations Mandate Challenges The Future

3 First Impressions Operations and administration in better shape than expected Quality and dedication of personnel; Complexity of program delivery and funding mechanisms; Difficult issues need to be addressed – must deal fairly and appropriately with external and internal expectations; Requirement to focus efforts and resources; and Need for continued communication with the Bases & Wings.

4 Deployed Operations NPP supports deployed operations: CFRT, Show Tours, Mission Information Line (MIL), shipment of amenities such as movies, newspapers & magazines, pocket books, and Op Santa Claus; and NPP deploys personnel tasked to deliver the Morale and Welfare Program, including: fitness, sports & recreation, R&R, HLTA, retail and mess operations, and barber services.

5 NPP Contribution - Deployed Operations BOSNIA-HERZEGOVINA  OP Palladium. Approx 270 employees deployed between Aug 00 and Dec 04 (average 30 personnel per Roto);  OP Boreas. 4 employees deployed between Aug 04 and Sep 05; HAÏTI  OP Halo. 6 employees deployed (April-Aug 04) AFGHANISTAN / Host Nation  OP Athena (CJ and CM). Approx 220 employees deployed since July 03 (average 40 personnel per Roto);  OP Archer (Kandahar). 5 employees since Aug 05. Number will increase as the mission increases (approx 30 personnel by Feb 06 )

6 Deployed Operations - Training Two-week training in Borden/St-Jean:  50/60 candidates per course  12 courses completed during period 2000 to 2005 One-week intensive course unique for OP Athena Roto 0 in 2003 Three-day refresher course for returning personnel: 5 courses Screening process: regularly 1,500 to 3,000 applications twice a year when requirements are advertised internally and externally.

KMNB Gym

Camp Julien Gym Spinning Class

Camp Julien Junior Ranks Mess MessMess BarBar PatioPatio

10 Mandate Management & administration of public funds Management & administration of non- public funds Application of legislation Pursuit of synergy, economy, and efficiency Consultation with functional authorities

11 WORK / LIFE BALANCE

12 Management & Administration of Public Funds DirectionInitiativeStatus Eligibility of NPP expenditures for reimbursement from public No changes required “Guidance for Contracting in Support of MW Programs” Draft being staffed Public funds managed IAW FAA Found to be in full compliance of public accountability framework processes by HR- Mil Compt and DAPPP Alignment with administration and culture of public Continued participation in Business Planning Process Closer liaison with HR-Mil GP on Strategic Planning

13 Management & administration of non-public funds DirectionInitiativeStatus Delegation of Authorities Revised CDS Delegation of Authorities for Financial Administration of NPP Expenditure Management Reviewed and found to be compliant ComptrollershipSame challenges as rest of DND with respect to resource management Improvements required ContractingNPP Contracting PolicySeeking approval Travel AuthoritiesReviewed and found to be compliant Sensitive Expenditures Reviewed and found to be compliant

14 Management & administration of Non-Public Staff DirectionInitiativeStatus Employment Equity & Diversity Consultation with DND OPIs Workplace Accommodation in progress Human Rights and Harassment Prevention & Conflict management NPP policy mirrors DND/CF being staffed EthicsNPP policy mirrors DND/CF (resource issue) General safetyVCDS & CEO co-signed Occ. Health & Safety JSU

15 Application of legislation DirectionInitiativeStatus Must comply with legislation, and respect spirit and intent of legislation applicable to Public : Public Service Staff Relations Act; Part II of the Canadian Labour Code; Employment Equity Act; Official Language Act; Canadian Charter of Rights; Canadian Human Rights Act; Access to Information Act; Privacy Act Notes: Resource issues related policy implementation Adherence to spirit and intent of legislation applicable to Public narrows the gap between Staff of NPF, CF and PS

16 Pursuit of synergy, economy, and efficiency DirectionInitiativeStatus Minimize overhead cost of support divisions Nationalization NPF Accounting Reduction in discretionary expenses Synergies with ADM(HR- Civ) Training & Development Employee Recognition Consultation Synergies with ADM(IM) & DHRIM Sharing application licenses and communication lines Synergies with CRS Sharing resources Consultation

17 Consultation with functional authorities DirectionInitiativeStatus Align the NPP framework more closely with that of the public Sponsorship Policy Contracting Policy Transfer to Public FRPA CFP 110 HLTA

18 Summary ProgressSlow developments Mandate direction Strategic Plan Update Banking Project Sponsorship Policy CF Newspaper Policy Customer Relationship Mgt Succession Planning Deployed Ops HLTA CFP 110 update Contracting Policy Harassment Prevention and Resolution Synergies with DND HLTA

19 Challenges Legal status (challenges from within DND); Chain of command (NPF Employee status often misunderstood); Viability of NPP (control and attribution of costs); and Public funding (MW programs, services and facilities tend to be both low priorities and soft targets)

20 The Future Continue to align with CF administration & culture; Document our policies and accountability framework; Build bridges with ECSs and NDHQ matrix; Focus resources to maximize impact in accordance with NPP’s unique value proposition; Adapt to changes (CF operations and personnel); Improve service to small units; Increase relevance - Reserves & retired members; Infrastructure re-capitalization – a next phase?

Questions / Discussions