1. Transition Plan Update
Conflict Management Program
Transition Plan Update

2. Transition Vision
To ensure a continued ability to provide the highest level of Conflict Management (CM) services to the Defence Team.

3. Transition Plan – Phase I Taking Care of Our People
Maintain open communications with DGADR members on processes and decisions made
Enable alternations and supporting employees to engage in future employment opportunities
Marketing and networking staff to other departments
Conduct interviews for the AS06 SERLO process on Sept 18 – 19, 2012
Issue remainder of Opting letters no later than end of November 2012
Inform all term and assignment employees verbally and give them a minimum 30 days written notice
i.e. paid for employees to travel for interviews, putting together an information brief on how to get on the standing offer, I have been spending a lot of time networking with other departments about to consider our staff for future positions as well as marketing them to colleagues of mine in the private sector, if I hear of anything that might be suitable for the staff I forward on the information
- the SERLO board consisted of myself, Cdr Tony Crewe from DHRD and Catherine Lauzon Ombuds from Health Canada
I term in Trenton and 2 assignment positions in Esquimalt 3

4. Transition Plan – Phase II Consultation & Develop Concept
Information Gathering (Jun – Sep 2012)
RMs one-on-one meetings with stakeholders & clients
Conduct regional gatherings with employees to review consultation information and to add field input into future service delivery concept
Service Delivery Concept Development (June to Oct 2012)
Finalize draft Concept from stakeholder/clients & field inputs
Conduct Departmental needs assessment for ADR training
Conduct focus groups to review draft concept
Conduct Pilot Project of concept using DRCs closing this FY
Cold Lake (Oct 2012)
Trenton (Nov 2012) 4

5. Transition Plan – Phase II Consultations
Patterns and Trends Resulting from Consultations
General frustration and lack of understanding from stakeholders on bases where the DRCs are closing
Concern for our ability to continue to support mandatory informed consideration for ADR in grievance processes
Availability of training both off the shelf and tailored
Drop in service and response times for requests especially in outlying sites
Appropriate manning for number and Web Site inquiries
Lack of ability to connect with the military due to fewer Officers and NCMs on staff
Quebec region worried that there wont the same level of francophone service from Ottawa
Only 3.6 percent of all our intervention work is grievance related and that is both Mil and Civ - 15 to 20 interventions and that is being generous 5

6. Transition Plan – Phase II ADR Training
Current (June 2012 to April 2014)
Determine what training can be done with current resources
Reduce Resolving Conflict Effectively to a 3 day course
Reduce integrated training, limit Conflict and Effective Leadership Intervention to one serial/DRC/year
Cease providing Conflict Management for Leaders and tailored training
Initiate Training Needs Assessment to determine what is essential ADR Training for DND
Explore potential alternate delivery platforms (on-line, DL, etc)
Explore possibility of using other schools (CSPS, LCC, CDA)
CELI is a 3 day course

7. Transition Plan – Phase III Implementation
Modify Concept for Service Delivery from Lessons Learned in Pilot Project
Finalize Concept for Service Delivery
Monitor Program to ensure Transition Vision is being achieved
Conduct HR staffing action as required
Where necessary conduct moves to new locations
Transition to new Regional Centres
and closure of DRCs by 31 Mar 14
Kingston will be moving to a new location on the base to accommodate the need for more room 7