Program directory · National Defence
The Employer Support Programmes
- Department
- National Defence
- Program code
- BUO11 (ND)
- Core responsibility
- Ready Forces
- In Departmental Plans
- 2018-19 – 2026-27 · New since an earlier plan
What it does
The Employer Support Programmes enhances the availability of members of the Reserve Force for military duties by obtaining the support and co-operation of employers and educators in Canada.
Source: the department's Program Inventory, via GC InfoBase.
History and lineage
First appears in GC InfoBase's actual spending by program in 2018-19. The data does not record when a program was created; it may be older than its first appearance here, which is limited by the sources (program spending starts in 2010-11, Departmental Plans in 2018-19).
| Program | Relation | Years with data | Actual spending over those years |
|---|---|---|---|
| The Employer Support Programmes | This program | 2018-19 – 2028-29 | $13.2M |
No earlier or later program in the same department has a similar name.
Significant changes in scope and budget
Detected from the data: renames between plans, programs it appears to replace, merge with or split into (matched by name), year-over-year changes in spending of at least 25% and $5M, or in employees of at least 20% and 25 FTEs, linked budget measures, and results indicators added or dropped.
| Year | What changed | Source |
|---|---|---|
| 2022-23 | Indicators added: % of reservists who are comfortable asking their employer for time off | Departmental Results Framework (GC InfoBase) |
| 2022-23 | Indicators dropped: % of approved time off requested by reservists for military duties | Departmental Results Framework (GC InfoBase) |
| 2022-23 | Renamed from “Canadian Forces Liaison Council and Employer Support” to “The Employer Support Programmes”. | GC InfoBase program names by year |
| 2024-25 | Indicators added: Number of new employers, educators and associations engaged with through Employer Support Programmes; % of reservist voluntary releases attributable to unresolved conflicts with civilian employers and academic institutions | Departmental Results Framework (GC InfoBase) |
| 2024-25 | Indicators dropped: % of reservists who are comfortable asking their employer for time off | Departmental Results Framework (GC InfoBase) |
| 2025-26 | Indicators added: % of reservist voluntary releases attributable to the balance between reservist duties and educational and training opportunities in the civilian sector; % of reservist voluntary releases attributable to the impacts of reserve duties on civilian job; Number of Grant applications approved under the Compensation for Employers of Reservists Program (CERP) | Departmental Results Framework (GC InfoBase) |
| 2025-26 | Indicators dropped: % of reservist voluntary releases attributable to unresolved conflicts with civilian employers and academic institutions | Departmental Results Framework (GC InfoBase) |
Success criteria
The program's indicators from its department's Departmental Results Framework: the target set in each year's plan, and the result reported the following year. Source: GC InfoBase.
Historical: targets against results
Number of new employers, educators and associations engaged with through Employer Support Programmes
Expected result: Reservists are available for CAF Operations and Training
Bars: result reported. Dashed line: target.
| Report year | Target | Due | Result | Status |
|---|---|---|---|---|
| 2024-25 | ≥ 360 | 2025 | 478 | Met |
% of reservist voluntary releases attributable to unresolved conflicts with civilian employers and academic institutions
Expected result: Reservists are available for CAF Operations and Training
| Report year | Target | Due | Result | Status |
|---|---|---|---|---|
| 2024-25 | To be determined | 2025 | S.O Due to delays in data collection and management, results for this indicator are not available for this fiscal year. | No result reported |
% of reservists who are comfortable asking their employer for time off
Expected result: Reservists get their requested time off
Bars: result reported. Dashed line: target.
| Report year | Target | Due | Result | Status |
|---|---|---|---|---|
| 2022-23 | 40% – 50% | 2023 | 0% Due to a number of methodological challenges, it was not possible to provide a reliable and valid response to this indicator for FY 2022-23. PI amendment process is underway to revisit this measure, including the clarification of definitions and data collection methodology, and propose additional indicators to ensure that DND/CAF is best positioned to report a reliable and meaningful performance… | Not met |
| 2023-24 | 40% – 50% | 2024 | — The survey containing this question no longer exists and the indicator has been deactivated for future reporting cycles. | No result reported |
% of approved time off requested by reservists for military duties
Expected result: Reservists get their requested time off
Bars: result reported. Dashed line: target.
| Report year | Target | Due | Result | Status |
|---|---|---|---|---|
| 2018-19 | ≥ 75% | 2019 | — Harmonization of Job Protection Legislation (JPL) will come into force in September 1, 2019. Related changes to TBS policies for the Public Service are complete, but will not be promulgated until collective bargaining is advanced. Estimate winter 2020. | No result reported |
| 2019-20 | ≥ 75% | 2020 | — This data was extracted 23 April 2020 for all support occupations who have a Minimum Medical Category for their trade. Due to the way the data is entered and coded within the system, it should be noted that this methodology significantly underestimates the proportion of support personnel medically fit to deploy as not all Geographic restrictions will preclude deployment. Moving forward, this indi… | No result reported |
| 2020-21 | ≥ 75% | 2021 | 48% Due to impact of COVID-19, there was a reduction in both number and scale of Joint Exercises during FY 2020-21. The Joint Managed Readiness Programme included 21 Canadian Joint Operations Command-led funded planning or execution type of events. Many activities were reduced in scope or conducted virtually and 11 were either cancelled or postponed. 48% (10 out of 21) of CAF-led exercises were condu… | Not met |
| 2021-22 | ≥ 75% | 2022 | — Due to a number of methodological challenges, it was not possible to provide a reliable and valid response to this indicator for FY 2021-22. Efforts are underway to revisit this measure, including the clarification of definitions and data collection methodology, to ensure that DND/CAF is best positioned to report a reliable and meaningful performance result. | No result reported |
Current: the 2026-27 plan's targets
% of reservist voluntary releases attributable to the balance between reservist duties and educational and training opportunities in the civilian sector
Expected result: Reservists are available for CAF Operations and Training
| Report year | Target | Due | Result | Status |
|---|---|---|---|---|
| 2026-27 | To be determined | 2027 | — | Planned |
% of reservist voluntary releases attributable to the impacts of reserve duties on civilian job
Expected result: Reservists are available for CAF Operations and Training
| Report year | Target | Due | Result | Status |
|---|---|---|---|---|
| 2026-27 | To be determined | 2027 | — | Planned |
Number of Grant applications approved under the Compensation for Employers of Reservists Program (CERP)
Expected result: Reservists are available for CAF Operations and Training
Bars: result reported. Dashed line: target.
| Report year | Target | Due | Result | Status |
|---|---|---|---|---|
| 2026-27 | ≥ 102 | 2027 | — | Planned |
Number of new employers, educators and associations engaged with through Employer Support Programmes
Expected result: Reservists are available for CAF Operations and Training
Bars: result reported. Dashed line: target.
| Report year | Target | Due | Result | Status |
|---|---|---|---|---|
| 2026-27 | ≥ 360 | 2027 | — | Planned |
Future goals: targets due after 2026-27
No targets with a later due date.
Spending and employees: planned against actual
Spending
Show the numbers
| Fiscal year | Planned | Actual |
|---|---|---|
| 2018-19 | $4.6M | $2.2M |
| 2019-20 | $4.8M | $1.7M |
| 2020-21 | $5.1M | $1.7M |
| 2021-22 | $4.2M | $1.7M |
| 2022-23 | $3.6M | $1.5M |
| 2023-24 | $4.1M | $2.3M |
| 2024-25 | $3.7M | $2.1M |
| 2025-26 | $4M | — |
| 2026-27 | $3.7M | — |
| 2027-28 | $3.7M* | — |
| 2028-29 | $3.7M* | — |
Employees (FTEs)
Show the numbers
| Fiscal year | Planned | Actual |
|---|---|---|
| 2018-19 | 1 | 2 |
| 2019-20 | 1 | 2 |
| 2020-21 | 2 | 1 |
| 2021-22 | 1 | 2 |
| 2022-23 | 2 | 2 |
| 2023-24 | 2 | 2 |
| 2024-25 | 1 | 1 |
| 2025-26 | 1 | — |
| 2026-27 | 1 | — |
| 2027-28 | 1* | — |
| 2028-29 | 1* | — |
Planned spending, plan by plan
Each row is one year's Departmental Plan and its forecast for the next three fiscal years; read a column down to see how the forecast for one year changed. The last row is what was actually spent. Click an amount for its source. Biggest changes in federal spending plans
| Plan | 2018-19 | 2019-20 | 2020-21 | 2021-22 | 2022-23 | 2023-24 | 2024-25 | 2025-26 | 2026-27 | 2027-28 | 2028-29 |
|---|---|---|---|---|---|---|---|---|---|---|---|
| 2018-19 plan | $4,554,849 | $4,562,773 | $4,578,892 | ||||||||
| 2019-20 plan | $4,787,758 | $4,905,959 | $4,928,789 | ||||||||
| 2020-21 plan | $5,086,039 | $5,069,472 | $5,106,227 | ||||||||
| 2021-22 plan | $4,175,070 | $4,179,319 | $4,226,178 | ||||||||
| 2022-23 plan | $3,627,000 | $3,609,030 | $3,632,488 | ||||||||
| 2023-24 plan | $4,088,424 | $4,099,071 | $4,105,957 | ||||||||
| 2024-25 plan | $3,727,274 | $3,718,065 | $3,756,847 | ||||||||
| 2025-26 plan | $4,016,664 | $3,985,500 | $4,090,594 | ||||||||
| 2026-27 plan | $3,726,070 | $3,669,442 | $3,701,842 | ||||||||
| Actual | $2,247,409 | $1,664,074 | $1,676,045 | $1,676,636 | $1,547,260 | $2,291,781 | $2,126,623 |
Actual spending is from Departmental Results Reports and the Public Accounts, as published in GC InfoBase. FTEs are full-time equivalents.
