Strategic Framework
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Chief Military Personnel’s (CMP) role is:
- Functional authority for personnel management for the Canadian Forces (CF)
- J1 for the CF
- Commander of Military Personnel Command
A Strategic framework lays out where an organization is moving and consists of:
- Strategic Effect
- Vision
- Mission
- Centres of Gravity
- Commander’s Intent
- Conceptual Model
Strategic Effect
To have the right sailor, soldier, airman and airwoman with the right qualifications, in the right place, at the right time
Vision
To be the leading practitioner of military personnel management through an integrated personnel management system that is operationally focused, responsive to stakeholders and reflects the priorities of the Canadian Forces
Mission
To recruit, train and educate, prepare, support, honour and recognize military personnel and their families for service to Canada.
Centres of Gravity (COG)
The centres of gravity in any sphere are positive and negative or a combination thereof. On one side of the sphere is CMP’s own Institutional Credibility. CMP must be recognized by the Canadian Forces as the trusted leader of the military personnel system. On the opposing side is the Institutional Resistance to Change (internally and externally). What has limited CMP’s effectiveness was the absence of a shared vision. In the past not being operationally focused and responsive to the CF and not being disciplined, has led to a lack of trust and confidence in Military Personnel Command by both its own personnel and the Canadian Forces.
Commander’s Intent - “Changing What We Do”
It is the intention of CMP to attack the opposing COG, institutional resistance to change, through the provision of clear strategic direction, adherence to a disciplined planning process, the application of analysis leading to the development of viable options through a transparent decision-making process that seeks and accepts advice for personnel management from all parts of the Canadian Forces. It is his intent to ensure that the Military Personnel Management System is rationalized to meet Canadian Forces operational imperatives, is responsive, and functions using a command-centric approach to command at the strategic and operational levels of our Command.
Critical to CMP’s intent is to remain connected to the Canadian Forces and its’ operational imperatives and to become effects oriented.
Conceptual Model for Success
The CF Military Personnel Management Conceptual Model brings together the various elements of the complex system of systems that make up the CF Military Personnel Management System. The Conceptual Model, in effect, represents the ‘bricks and mortar’ that build and bind the system of systems into one. CF personnel management is set firmly on the foundation of the societal, legislative and regulatory frameworks, and military personnel doctrine, the blueprint of ‘the how’. The five pillars of military personnel management representing the various elements of the personnel cycle rise from the foundation and are linked and held in place by the planning, coordination, integration and research functions and the CF Military Personnel Management System, both of which are ‘filtered’ through Career Management to achieve the desired effect; the right sailor, soldier, airman and airwoman, having the right qualifications, in the right place at the right time (R4).
The five strategic pillars of the Conceptual Model provide focus for CF military personnel management activity. They form the basis for the development and execution of the strategic campaign plan to support and integrate the Fight of Today, the Fight of Tomorrow and the Fight of the Future. The personnel functions, which make up each of the pillars, are highlighted below:
- Recruit. The recruit pillar includes attraction, recruiting and selection. Activities within this pillar are focused on timely delivery of highly capable and motivated sailors, soldiers, airmen and airwomen, representing the best of Canadian society.
- Train and Educate. The train and educate pillar is focused on individual training and education. For its primary effect to be achieved, it has to timely deliver sufficient numbers of trained and educated professional military personnel through a training delivery system that is driven by the specifications and the Military Employment Structure requirements as informed by capability planning and lessons learned. Career management requires that IT&E be aligned with the human view of defence capabilities to ensure competencies are identified and developed at the right time in a career.
- Prepare. The prepare pillar includes medical, dental and spiritual support, all of which are focused on preparing a healthy – medically, dentally and spiritually fit force. These elements are fundamental to ensuring individuals are healthy and robust throughout their careers.
- Support. The support pillar includes casualty support, family support, fitness, sports, the commissariat, insurance and compensation and benefits. The effects to be achieved include timely and effective morale, welfare and casualty support to personnel and their families, a culture of fitness and well-being and fair remuneration, equitable benefits and integrated relocation services.
- Honour and Recognize. The honour and recognize pillar is focused on honouring and recognizing military personnel and their families and military history and heritage. The effects to be achieved through this pillar include timely and appropriate recognition of serving, retired and deceased CF personnel and their families, the preservation and communication of Canadian military history and the fostering of pride in Canadian military heritage. This pillar supports career management throughout the career and into retirement and beyond.
