I am trying to download the Canadian Forces Personnel Appraisal System ( CFPAS) from. I copied the ‘word for word’ info into this thread from the CFPAS Handbook and Policy Directive. You sound like you are somewhat familiar with. 25 Department of National Defence, CFPAS CFPAS Handbook (Ottawa: DND Canada, ), But as they are described in the CFPAS Handbook, they.

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Furthermore, many individuals view critical negative feedback as a personal attack and refuse to accept it as a necessary step in self-improvement. This does not mean coddling soldiers or redacting negative feedback at the sight of tears. The Committee found that the grievor’s PER should be based on the current reporting period and previous assessments were not relevant.

Additionally, without honest feedback, we cannot effectively evaluate and develop our subordinates, which is one of the espoused leadership fundamentals of the CAF. They will not only communicate with authenticity, which is the precondition for leadership, but they will also show that they are doing more than just playing a role. This aversion to offering critical negative feedback cannot continue within the Ccpas, since depriving employees of [constructive feedback] shirks responsibility.

Master Corporal Sampson, a highly regarded clerk within her unit, was without peer.

# – Personnel Evaluation Report (PER) –

If an individual is not overtly made aware of an ongoing deficiency, then he or she may reasonably assume that the behavior is indeed tolerated, which could lead to the undesired behavior handbkok imitated by others. First, as Jackman and Strober suggest, leaders should divide up the large task of dealing with feedback into manageable, measurable chunks, and set realistic time frames for each one.

Leaders must remember that regardless of the difficulty and discomfort during the delivery, the end result will always be worth it. Constant role changes and promotions demand that CAF members learn new skills and progressively accept increased amounts of responsibility.

Cfpaw the need for high-quality and concise writing, enforcing the delivery of PDRs at least quarterly, formal teaching of coaching techniques, and disciplining those who fail to invest the requisite time in developing their subordinates are just some ways in which the intended benefits of the CFPAS can be maximized. Finally, with regards to grievor’s allegation of the intent of the chain of command to engineer his removal from future Handbkok Board considerations, the Committee found that the allegations, taken at face value, met the definition of harassment abuse of authority and therefore, the Committee recommended that an investigation be conducted.


Believing handboom was no other solution to solve the crisis of a weeping subordinate seated in his office, Major Renault informed Master Corporal Sampson that the voice inflection was really no big deal and that she should disregard the observation entirely.

Finally, having observed that the grievor provided no new evidence to justify any score increases, the Committee carefully reviewed the grievor’s original contested PER ratings and handbool that they were consistent with the PER narratives and dfpas CFPAS Word Pictures and did not merit being increased.

This ultimately results in leaders conducting the appraisal in a cursory fashion without discussing areas of a good performance, or areas where performance can be improved. The fear of hurting feelings trumps their ability to speak with honesty.

Translation of “CFPAS Handbook” in French

The subconscious linkage between criticism and personal attack must be broken. Fortunately, hancbook are strategies to enable the healthy acceptance of critical negative feedback. Information is outdated or wrong. For more information on accessing this file, please visit our help page.

I can’t find what I’m looking for. After all, if something is important to the commander, then it will be important to the subordinate commanders and staff as well.

Typically, there is not an immediate expectation of perfection. It would be difficult to develop an unbiased, objective, and perfectly fair appraisal system for the CAF. For this to work, CAF leaders must relentlessly develop trusting and authentic relationships with their subordinates.

Master Corporal Sampson had a habit of inflecting her voice at the end of nearly every phrase. handbiok

This entirely true story names changed yields two key deductions. Indeed, it is this feedback which enables people to become aware of potential barriers to success, thereby affording them the knowledge to ascend and surpass these barriers.


He explained that his supervisor had been directed to lower the scores he had assigned the grievor in a draft version of the PERa copy of which had been provided to the grievor. A link, button or video is not working. CAF leaders must possess the courage to deliver critical negative feedback when warranted, CAF members must foster the resilience to receive it, and CAF evaluation systems must ultimately support the healthy exchange of honest feedback.

Fierce conversations and tough empathy may assist the CAF leader in overcoming the discomfort associated with delivery of critical negative feedback. This brief article discusses both the cultural and procedural factors that ultimately undermine the healthy exchange of critical handboko feedback between leaders and subordinates within the CAF.

To assure her that the issue was completely forgotten, he physically tore the development section out of the PDR, effectively redacting the observation as though it never existed. Additionally, self-aware people, capable of recognizing and regulating their emotions, are better equipped for stifling their own negative emotional impulses as handhook.

Finally, the limitations of the CFPAS must be acknowledged, and CAF leaders need to ensure that these same limitations do not steer them away from the delivery of critical negative feedback.

How can change be elicited within the CAF leadership? Instead of viewing the feedback as an earnest attempt to encourage professional development, many individuals decide to react in an entirely unhelpful manner, adopting a defensive attitude to fend off the seemingly personal attack. A recent survey of CAF members revealed that nearly half the respondents experience some level of discomfort when receiving critical negative feedback.

Leaders at all levels must become comfortable in delivering critical negative feedback when and where required. More importantly, the Committee found that the imposition of score controls by the branch was not permitted by the policy.