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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Case withdrawn at Final Authority level. This, according to Major Renault, was the right thing to do.

The IA also found that the content of the two letters of appreciation received by the grievor was appropriately conveyed in the narrative of Section 4.

Fifth, PDRs—the essential quarterly review—are often done poorly or not done at all. He did, however, feel it necessary to identify one particular item for development. Furthermore, many individuals view critical negative feedback as a personal attack and refuse to accept handnook as a necessary step in self-improvement. Report a problem or mistake on this page. Fortunately, the CFPAS is in the midst of transformation, which may help eliminate some or all of the issues mentioned above.

A link, button or video is not working. At the other end lies critical negative feedback—feedback which reveals performance deficiencies and areas for improvement, which many find difficult to provide and accept. Summarizing this point, Scott suggests:. Additionally, all CAF members must become adept at accepting critical feedback as a necessary means handboik a better end. From a cultural perspective, many leaders lack the ability to dispassionately reveal the truth to their subordinates.

Another tool, as suggested by leadership consultants Goffe and Jones, is the idea of exercising tough empathy —that is, the delivery of the hard-to-hear truth in a timely hanrbook understanding manner—and ruthlessly applying it when building relationships with subordinates. While the AAR has allowed honest feedback delivery to work at the macro -level, a refreshed approach is needed at the individual level.


But are the existing CAF processes optimized for this cultural shift to honest feedback delivery? 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.

# – Personnel Evaluation Report (PER) –

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. 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 found that they were consistent with the PER narratives and the CFPAS Word Pictures and did not merit being increased.

Instead, necessary criticism is masked in a smokescreen hanndbook positivity, thereby obscuring hard-to-hear truths. Unfortunately, this is only half the battle, as many CAF members possess a strong subconscious aversion to accepting critical negative feedback, regardless of how well it is delivered.

Validating these observations, and revealing a general lack of confidence in the CFPAS, the same survey of CAF members revealed that over half the respondents believed that PDRs and PERs are rarely or never used effectively, while only 3 percent believed that they are always cpas effectively.

The Committee then found that the grievor’s PER scoring could not be benchmarked to previous PER scoring as that would contravene policy and be contrary to the intent of annual performance appraisals. Offering critical negative feedback involves one-on-one dialogue, which is cfps uncomfortable for many leaders.

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Translation of “CFPAS Handbook” in French

This does not mean coddling soldiers or redacting negative feedback at the sight of tears. Lying to subordinates for fear of being labelled as an unkind or uncaring leader will not lead to changed behavior and will not foster trust between leaders handbooj subordinates.


It is worth noting that the written PER is cfpax single-most important document with regards to promotion and overall career advancement. Finally, the IA denied the grievor’s request to re-score the PERnoting that the grievor had not provided any convincing evidence in his representations that would support higher scores.

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 hahdbook these barriers. The data from a survey of CAF members suggests, however, that this is easier said than done, and that perhaps some new tools are required.

Canadian Military Journal Vol. 15, No. 4

The grievor complained that his Personnel Evaluation Report PER scores should not have been lower than his previous assessment, and that his PER did not accurately reflect his performance and potential during the reporting period, failed to adequately recognize two letters of appreciation, and was not administered in accordance with policy.

Leaders at all levels must become comfortable in delivering critical negative feedback when and where required. After all, if something is important to the commander, then it will be important to the subordinate commanders and staff as well.

Second, increased formal training on mental resilience could assist CAF members in viewing critical negative feedback as a necessary means to a better end. It has a spelling mistake.

Unfortunately, six key issues severely undermine the value of the feedback generated from the CFPAS process. More importantly, the Committee found that the imposition of score controls by the branch was not permitted by the policy.