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ARCHIVED - RPP 2006-2007
RCMP External Review Committee


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Section I - Overview

Chair's Message

The RCMP External Review Committee (the "Committee") reviews grievance, disciplinary and discharge and demotion cases that are referred to it, and provides findings and recommendations to assist the RCMP Commissioner in making decisions that are fair and well-informed.  In doing this, the Committee aims to positively influence the manner in which labour relations issues are addressed within the RCMP.

The Committee has two program activities: to conduct independent, timely, fair and impartial case reviews leading to the provision of quality findings and recommendations, and to disseminate information on the role of the Committee and its findings and recommendations, as well as on relevant legal principles.

The Committee's focus is always on providing timely quality case reviews.  However, over the past year, the Committee also made significant improvements in its management responsibilities, and it met all government requirements to improve accountability and transparency in its operations.  As well, following a question raised by the Commission of Inquiry into the Actions of Canadian Officials in Relation to Maher Arar regarding amalgamation with another agency, the Committee provided information and observations on its distinct mandate in a written submission.

Over the present planning period, once again the Committee's main priority will be to maintain the quality of its case reviews while improving efficiency.  Other areas of priority over the next three years will be to sustain a work environment that encourages skills and career development; minimize corporate risks; maintain its outreach; and implement performance measurement.  I look forward to the challenges that lie ahead, and I am very appreciative of the commitment and enthusiasm of all of my Committee colleagues.

Sincerely,

 

Catherine Ebbs
Chair

July 13, 2006

Management Representation Statement

I submit, for tabling in Parliament, the 2006-2007 Report on Plans and Priorities (RPP) for the RCMP External Review Committee.

This document has been prepared based on the reporting principles contained in the Guide to the Preparation of Part III of the 2006-2007 Estimates: Reports on Plans and Priorities and Departmental Performance Reports:

  • It adheres to the specific reporting requirements outlined in the TBS guidance;
  • It is based on the Committee's approved Program Activity Architecture structure as reflected in its MRRS;
  • It presents consistent, comprehensive, balanced and accurate information;
  • It provides a basis of accountability for the results achieved with the resources and authorities entrusted to it; and
  • It reports finances based on approved planned spending numbers from the Treasury Board Secretariat in the RPP.
 

Virginia Adamson
Executive Director and Senior Counsel (Acting)

July 13, 2006

Summary Information

Reason for existence

The RCMP External Review Committee is an independent and impartial agency that aims to promote fair and equitable labour relations within the RCMP, in accordance with applicable principles of law.  To this end the Committee conducts an independent review of appeals in disciplinary and discharge and demotion matters, as well as certain categories of grievances that can be referred to it pursuant to s. 33 of the RCMP Act and s. 36 of the RCMP Regulations.

Financial Resources ($thousands)

2006-2007

2007-2008

2008-2009

895

896

896

Human Resources (FTEs)

2006-2007

2007-2008

2008-2009

6

6

6

Departmental Priorities

 

Type

Planned Spending ($thousands)
2006-2007 2007-2008 2008-2009
1.  Focus on quality of case review and reduction of backlog

Ongoing

535

536

536

2.  Maintain optimum environment for ERC staff

Ongoing

67

67

67

3.  Ongoing evaluation of operations

Ongoing

67

67

67

4.  Formalize outreach and raise awareness of the ERC's work

Ongoing

226

226

226

Departmental Plans and Priorities

Operating Environment

The RCMP External Review Committee (the "Committee") is an independent and arms length labour relations tribunal established by Part II of the Royal Canadian Mounted Police Act (the "Act").  The mandate of the Committee is to review grievance, disciplinary and discharge and demotion cases referred to it by the Royal Canadian Mounted Police (the "RCMP"), and provide recommendations on these cases to the RCMP Commissioner.  The Committee's case reviews contribute to the need to ensure transparency, fairness, impartiality and independence in the internal RCMP labour relations process.

The Committee has one member who is both the Chair and Chief Executive Officer.  She has been appointed by the Governor in Council for a term of three years, effective November 1, 2005.  Under the Act, anyone who sits on the Committee cannot be a member or former member of the RCMP.

After consideration of all the issues in a case review, the Chair of the Committee provides findings and recommendations to the RCMP Commissioner, who is the final decision‑maker in the internal process, and to the parties.  The RCMP Commissioner must consider the Committee's recommendations.  If he decides not to follow them, the law requires that in his reasons, he give an explanation for not doing so. 

The Committee does not have authority to initiate reviews; the cases must be referred to it by the RCMP Commissioner.  The Act sets out the types of cases that require Committee review.  The Committee must always be prepared to respond to fluctuations in workload, as it has no control from year to year over the number of cases that are referred to it.  However, in the last three years, there has been a marked increase in the number of cases referred to the Committee.

The Committee has adopted a number of case management practices to ensure that its review process is well managed, to enhance the quality of its findings and recommendations.  It has also developed internal practices toward the more timely issuance of recommendations to the Commissioner.

As part of its outreach function, the Committee issues a quarterly Communiqué and provides updates of findings and recommendations issued by the Chair.  Staff have met with the RCMP Professional Standards and External Review Directorate of the RCMP, which plays a key role in the administration of the grievance and disciplinary and discharge and demotion process internal to the RCMP.  Annual meetings are also held with members of the RCMP staff relations representatives program, who are also regular and civilian members of the RCMP.  Committee staff also inform themselves of the work done by members of the RCMP through visits to RCMP detachments and training centres; and have also engaged in training and orientation sessions with the RCMP.

In addition, this year, the Committee was called upon to make a submission to the Commission of Inquiry into the Actions of Canadian Officials in Relation to Maher Arar, following a question about the potential for amalgamation of the Committee with another agency.  The Committee addressed a number of issues related to this question.  The submission provided an opportunity to educate individuals regarding the Committee's role and provide observations generally concerning the Committee's mandate.

The Committee has had increasing demands upon it due to central agency reporting requirements.  It has been dedicated to meeting these demands and thereby providing greater accountability and transparency in its operations.

The Committee has met the essential requirements of the new Public Service Modernization Act.  In addition, again to increase transparency in the workplace, the Committee has updated its practices and policies, and consolidated them and made them electronically available to all staff.  This has been a collaborative process with all staff and the manual provides an important resource, both for program and operational purposes.

The Committee has developed an evaluation plan.  It engaged in a risk management exercise and the development of a corporate risk profile.  The Committee has also participated in the small agencies network (SAAN), which provides opportunities for sharing of information and practices, and to discuss issues of common concern.  The network provides a common voice to Central and Common Service Agencies in respect to small agency issues.

Through its management activities, the Committee has identified a number of priorities for its program activities.  The areas identified are consistent with the ongoing priorities identified in the last planning period.  These include minimizing risks in case review; maintaining an optimum work environment for staff of the Committee; ensuring the ongoing evaluation of its operations to maximize its efficiency; and ensuring outreach to its stakeholders and a formal outreach plan.

Priorities and Plans

1.    Focus on quality of case review and reduction of backlog (ongoing)

The Committee will continue to focus on effectiveness and quality of its case management process.  This will also include the need to manage the backlog of cases. Quality and expeditious case review continues to be the ongoing priority in meeting its primary statutory duty.  This focus also highlight the need to manage the backlog of cases, should more resources become available.

The Committee will monitor the ways in which it has improved efficiencies in these areas and continue to examine ways to better streamline the process.  Given the size of the agency and its considerable workload, it is an ongoing priority of the Committee to improve its effectiveness in these areas.  In addition, the Committee will continue to ensure that its research tools are up to date and that staff have the resources and training needed to conduct quality case reviews.

Over the past three years, the number of cases before the Committee has increased, without a concomitant increase in resources.  The Committee will examine whether additional human resources can be acquired in the short or longer term to address the current backlog; and whether other additional resources, such as electronic information management technology could facilitate the delivery of its cases.

2.    Maintain optimum environment for ERC staff (ongoing)

As part of its commitment to public service modernization, the Committee will develop strategies to maintain a positive working environment for all employees.  It will ensure that indeterminate positions at the Committee are filled.  It will also hold regular meetings and ensure a variety of ways to encourage collegiality, dialogue and discussion.  It will consult staff and seek their input on workplace policies and practices.  It will continue to provide time and resources towards training and education that enhance skills needed and contribute toward staff meeting short and longer term career objectives.

In addition, the Committee will review its human resources and business objectives so that the necessary resources are in place to meet its program activities and overall strategic objective.

3.    Ongoing evaluation of operations (ongoing)

The Committee has been able to evaluate its performance through the delivery of findings and recommendations and other measurable factors and will continue with its implementation of its performance measurement strategy.  In the 2005-06 fiscal year, the Committee developed an evaluation plan and also researched other factors to be taken into account in evaluating the work that it does as a quasi-judicial tribunal.  Furthermore, the Committee is approaching its twentieth year anniversary, having begun its operations in 1987.  This important juncture offers an opportunity to review its role in a more comprehensive manner.  In this context, the Committee plans to initiate a review of its service standards, the effectiveness of its outreach to stakeholders, and other relevant issues that pertain to its mandate.

4.    Formalize outreach and raise awareness of the ERC's work (ongoing)

The Committee is committed to making information about its findings and recommendations publicly available through its website, and through the quarterly publication of its Communiqué.  In addition, requests for information will be answered as quickly as possible.  The Committee will also continue its ongoing meetings with its stakeholders in the RCMP.  Furthermore, the Committee will develop a more formalized outreach strategy, through consultation and evaluation of its work.