Operation TALENT: Quality of Life - Quality of Service

RCAF leaders ─ particularly those at the tactical level ─ are urged to consider how they plan and conduct routine operations, and how they can be accomplished while protecting a healthy work-life balance for their people. A more balanced routine tempo will lessen the impact of higher operational tempo as the need arises. Examples can include: alternate work arrangements, including flexible working hours, limiting or managing shifts, and offering the option to work remotely, should be considered whenever practicable. The RCAF is already seeing this philosophy taking root at various levels within our organization.

The RCAF seeks to maximize the implementation of four-year initial flying tours at the line squadrons so that pilots can develop the required expertise to support operations and mentor more recently qualified pilots. To ensure these members are afforded sufficient time to gain and pass on that experience, first tours will be protected at a minimum of four years. Continued implementation will require ongoing coordination between the RCAF and Military Personnel Command (MPC) career managers.

A review of the pilot and ACSO occupations is currently underway with results expected in Spring 2021. An analysis of each occupation will update the respective Occupation Specifications by identifying current job requirements, employment conditions, job conditions, and occupational sustainability in the context of future job functions and requirements. The result is an updated Military Employment Structure Implementation Plan (MESIP) which is the basis to update all documentation and process governing each trade.

The RCAF will hire a cohort of contracted Instructor Pilots (initially seven at 2 CFFTS in Moose Jaw, Saskatchewan and two at 419 Squadron in Cold Lake, Alberta) for basic flying training to free up RCAF personnel so they can return to line and operational training squadrons. The goal for this is Summer 2020.

Working with the Public Service and the Associate Minister of Human Resources (Civilian), the CAF will explore the creation of Public Service instructor positions. This will free up RCAF pilots from instructor positions so that they can return to/remain in flying positions at the tactical units.

The RCAF will review the current policy regarding restricted release periods for air operations occupations, including Air Combat Systems Officer (ACSO), Aerospace Control Officer (AEC), Airborne Electronic Sensor Operator (AES Op), Search and Rescue Technician (SAR Tech) and Flight Engineer (FE), to determine whether the periods are appropriate for the training effort expended.

The CAF will seek partnerships with Allies and within aviation industries to help retain, attract, and grow experience within the RCAF. While the pilot occupation has been the primary focus for this initiative, the maintainer occupation is also under consideration.

The aim of this initiative is to provide greater flexibility for Reserve Force employment. Although annuitant exceptions have been granted, the RCAF is seeking to streamline the process and seek delegations where possible to enable ease of management. The RCAF also seeks greater access to Class C full-time service for Reserve Force members employed on domestic operations. This will give these reservists to same benefits and compensation as their Regular Force counterparts while employed under the same conditions and in the same capacities.

The RCAF will work to optimize the path to being operationally functional in air occupations by reducing unproductive time in the training system to the absolute minimum required and by finding efficiencies in training. The former will be achieved through a tighter control on recruiting in order to reduce numbers of personnel awaiting basic training to the smallest number required to protect seats on occupation courses. The RCAF’s Training Authority is also revising the sequence of training to find efficiencies while still delivering the highly trained personnel required to support and conduct operations. For example, significant work is currently underway to re-sequence Avionics (AVS) Technician training. By making smart changes to the training pipeline, we hope to not only reduce the amount of time it takes to qualify an AVS Technician to perform maintenance on their first fleet by five months, to a total of 17 months, but also provide better support to their families at the beginning of their RCAF careers.

The enrollment process has been streamlined for skilled applicants returning to the RCAF. For example, the Canadian Forces Aptitude Test (CFAT) and the Trait Self Descriptive Test (TSD) are not required to re-enroll. The main steps are:

1. Application at https://forces.ca/en/apply-now/. An applicant file will be opened and the Air Force Intake and Liaison Team (AFILT) will confirm to the Canadian Forces Recruiting Group Headquarters (CFRG HQ) that the individual meets the criteria as a skilled applicant. CFRG will require original documents such as birth certificate, passport, education credentials and transcripts. The CFRG HQ Skilled Applicant processing NCM will contact the AFILT, who will then contact the applicant to discuss posting preferences. The AFILT will then consult with the respective occupation’s Career Manager to determine the posting location.
2. Health Questionnaire. The local Canadian Forces Recruiting Centre (CFRC) will complete/update the applicant’s medical file. A full medical exam will be required only if a significant change in health status since release and/or the skilled applicant has been out of the CAF for 5 years or more.
3. Interview with the Military Career Counselor. This interview can be conducted over the phone, after which the selection process will commence. The length of this process will depend on how long the applicant has been out of the Canadian Armed Forces (CAF). If that time is longer than five years (as determined from the official release date to the date of application for re-enrolment), and before any further processing is carried out, the file will be sent to the Occupation Advisor (OA) for a determination on skilled status. Once the individual is confirmed as a skilled applicant by the OA, the processing of the file and subsequent re-enrollment will proceed.

The RCAF is encouraging the enrolment of skilled and foreign applicants (from Allied forces) into air occupations by streamlining the process and prioritizing their applications.

The RCAF is working with key allied air forces regarding the training of RCAF pilots outside of Canada. This will help to optimize our pilot production, increase production in required areas and mitigate training gaps as the RCAF undergoes a training system transition over the next four to eight years.

This activity is designed to augment the specific fleets with Yearly Flying Rates (YFR) from a Multi-Engine Utility Flight (MEUF) type aircraft. A prime intent/desired outcome is to maintain flying currency while posted to non-flying positions and season newly winged graduates who have completed basic pilot training and are awaiting operational training. Forecasted results are: more pilot multi-engine currency without stagnation or competition for postings to a line squadron; pilot job satisfaction vis-à-vis more YFR; retention and honing of pilot experience; healthier pilot trained effective strength (TES) available for tasks/operations while they are waiting for platform-specific training.

The RCAF is in the process of rebalancing the ratio of flying to staff positions within the Pilot occupation in order to ensure that it returns to a sustainable state. This is being executed as part of the stand-up of the Air Operations Officer occupation as well is a focal point of the Occupation Analysis.

The RCAF will explore options for deferring the completion of degree programs for pilots. This will enable them to continue to build their operational experience without interruption due to education demands. Ultimately, this will provide both the individual and the unit with better flexibility, while enhancing work-life balance.

The RCAF is working with Military Personnel Command to review the types of compensation available, and is recommending the following new measures:

• A pay structure across RCAF occupations that is based on skill sets, rather than just on rank progression; and
• Compensation for skilled pilot applicants who re-enroll, or skilled allied pilots who seek to enroll, including move benefits.

The RCAF will adapt its training system to better recognize existing skills and qualifications in RCAF-managed occupations to create more flexibility in achieving operational effectiveness.

Together with Military Personnel Command (MPC), the RCAF will investigate the potential requirement, including eligibility criteria, for pilots employed in non-flying positions to seek reimbursement of civilian flying costs incurred in order to maintain currency in flying skills.

The Fighter Force Maintenance Renewal Program is in its second year, and the RCAF is forecasting an additional 20 contracted technicians will be added into line units (from 2nd line units) to further enhance our maintenance capacity and experience. A lot of work is going on in this regard to re-build our flight line experience.

The RCAF is expanding its Pilot Production Absorption Retention Simulation (PARSIM) model to update fleets other than fighter. This is a direct result of the ramp-up of the Op EXPERIENCE modeling requirements. The RCAF team is working with counterparts within Defence Research and Development Canada (DRDC) to build credible models to better understand the pilot production continuum.

The program continues to grow to provide expanded access to training options for non-commissioned members and recognize accredited training enrolees have obtained from civilian institutions where programs have been assessed against required occupation training requirements.