On October 24th, USJE National President David Neufeld, Vice President Lynette Robinson and Regional Vice President Sonia O’Brien-Colterman (NCR – RCMP) participated in the RCMP National Labour Management Consultation Committee meeting at the RCMP National Headquarters office.
Hybrid Work Model in the RCMP
Several bargaining agents highlighted the challenges with the Treasury Board’s Direction on Prescribed Presence in the Workplace. All union partners expressed concerns with the lack of consistency in the application of the Direction from one Division to another.
President David Neufeld also emphasized that USJE members are reporting a significant lack of flexibility in terms of remote work, and that a nuanced approach is not being applied. He highlighted the value in offering a certain amount of flexibility, particularly in non-front facing roles, when it comes to retention, productivity and workplace satisfaction.
Director General John Park reiterated that the Commissioner is not seeking a one size fits all approach, and is committed to implementing the Treasury Board’s Direction in a balanced way with a focus on operational requirements. USJE will continue to advocate for a nuanced and flexible approach to hybrid work within the RCMP while calling for the Treasury Board to scrap their 3 day mandate on remote work.
Refocusing Government Spending
The RCMP does not, at this time, foresee any significant Workforce Adjustment exercise stemming from the Refocusing Government Spending initiative. Recruitment and retention efforts continue as planned. Currently, the cuts being sought of the RCMP are less than 1 percent of budget.
Process overview of PSDPA, Human Rights and Update on ICHR dashboard
An update was provided on the role of the Conduct Authority branch where allegations of serious misconduct are at play.The RCMP also explained how the Conduct Measures guide has been updated and advised that the imposition of stronger disciplinary measures are now possible in misconduct cases.
On the topic of the ICHR, the RCMP reminded everyone that the ICHR process was designed with a focus on making recommendations about Workplace Safety. All complaints received by the Independent Centre for Harassment Resolution are now reviewed at the outset to see if it meets the threshold for an investigation.
Bargaining agents noted, as they have previously, that many employees will not come forward if there is a particularly long waiting period before an investigation occurs. The RCMP noted that, from their perspective, time frames are improving , and the average number of days is declining.
RCMP’s Staffing Processes (External vs Internal)
The RCMP outlined its internal and external staffing process. They noted that managers have to make a business case before they can deviate from an advertised process.
The RCMP recognizes that an unadvertised staffing process should be the option of last resort. The RCMP has committed to reviewing a further breakdown of hiring practices by Division and by job category. The Commissioner noted that it is not possible for the RCMP to take a cookie cutter approach when there are so many particular circumstances or contexts that lead to a staffing process.
Equity, Diversity and Inclusion Initiatives
The RCMP provided an update on its various EDI initiatives for all categories of employees.
The RCMP is in the early stages of looking into ethno-cultural heritage data collection, and of possibly developing a Neuro-diversity program that will be overseen by an RCMP working group with union partner involvement.
RCMP Vice President Lynette Robinson requested breakdowns of the percentages of Equity seeking members within various employment classification. RCMP acknowledged that a limited amount of data currently exists. The hope is that more data will become available once the Treasury Board launches its self-identification process in December.
Retention Taskforce
The RCMP outlined its progress to date on the objectives of the Retention Taskforce. They noted that they have invested considerably more time in developing a streamlined Onboarding program which now includes a comprehensive Sharepoint site with several tools and checklists
The Taskforce has six objectives.
- Employee experience – Supervisors are encouraged to have conversations with new employees and ask about their career aspirations. There is now an updated performance evaluation form for RMs and CMs with greater emphasis on talent management and career development.
- Leadership Development – More focus is being placed on the training and resource options for those wishing to pursue leadership development.
- End of career – The exit questionnaire is being updated to be more inclusive and ask better questions about an employee’s departure.
- Mobility within the RCMP – The RCMP notes that deployment is a major issue for Regular Members and their families. The RCMP is seeking to build in questions about aspirations for deployment and manage expectations about what is possible.
- Civilian Members and Public Service Employees – The RCMP is finally recognizing that there are many positions of ‘higher risk’ undertaken by CMs and PSEs. There is an acknowledgement that employees, including many of whom are USJE members, are dealing with traumatic materials, criminalized persons and victims. Despite this, the individuals are not necessarily being supported appropriately and do not have the same access to health services, including psychological supports. The RCMP acknowledged that a potential reclassification may be the best way to properly capture the impacts that their work has on their mental health.
USJE National President David Neufeld requested, as he has in the past, that the RCMP’s onboarding letter for new employees identify the specific bargaining agent that the new employee would fall under so as to facilitate relationship building with the union from the beginning.
Detachment Services Assistants (DSA) Report Follow Up
The RCMP reported that it remains committed to addressing the 13 recommendations identified in USJE’s 2023 DSA report. The DSA specific training that was piloted in F Division appears to have been a success and there is an appetite by the RCMP to roll out the training on a nationwide basis. USJE will continue to advocate that the RCMP address all of the recommendations identified in the DSA Report.