Program directory · National Defence
Total Health Care
- Department
- National Defence
- Program code
- BUP03 (ND)
- Core responsibility
- Defence Team
- In Departmental Plans
- 2018-19 – 2026-27 · New since an earlier plan
What it does
The Total Health Care program provides a full spectrum of safe, high-quality health services to Canadian Armed Forces through a well-governed health care system. The Program also supports DND civilian health and wellness.
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 |
|---|---|---|---|
| Total Health Care | This program | 2018-19 – 2028-29 | $5.45B |
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 |
|---|---|---|
| 2020-21 | Indicators added: % of civilian employees who describe the workplace as psychologically healthy | Departmental Results Framework (GC InfoBase) |
| 2020-21 | Indicators dropped: % of civilian employees at the Department of National Defence who would describe their workplace as being psychologically healthy based on the 13 factors of the National Standard of Canada for Psychological Health and Safety in the Workplace | Departmental Results Framework (GC InfoBase) |
| 2022-23 | Indicators added: % of Canadian Armed Forces members who feel positive about their job; % of military personnel who are medically fit for their occupation; Degree to which CAF health services comply with Canadian health care standards | Departmental Results Framework (GC InfoBase) |
| 2022-23 | Indicators dropped: % of Canadian Armed Forces members who report a positive level of workplace well-being | Departmental Results Framework (GC InfoBase) |
| 2023-24 | Spending $966M, against $750M in 2022-23 (+29%). | Actual spending (GC InfoBase) |
| 2024-25 | Indicators added: % of public service employees in the Defence Team who describe the workplace as psychologically healthy | Departmental Results Framework (GC InfoBase) |
| 2024-25 | Indicators dropped: % of civilian employees who describe the workplace as psychologically healthy | Departmental Results Framework (GC InfoBase) |
| 2026-27 | Planned spending $1.22B, against $853M in 2025-26 (+43%). | Latest Departmental Plan |
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
% of Canadian Armed Forces members who feel positive about their job
Expected result: The well-being of the Defence Team is supported
Bars: result reported. Dashed line: target.
| Report year | Target | Due | Result | Status |
|---|---|---|---|---|
| 2022-23 | ≥ 85% | 2023 | 0% The result is unavailable at this time due to database changes within Guardian. It is anticipated that the result for 2022-23 will be available in the Fall of this year. | Not met |
| 2023-24 | ≥ 85% | 2024 | 57.7% In FY 2023-24 of the survey respondents who self-identified as a Regular Force member, 53.5% of respondents felt positive about their job whereas, 68.3% of Primary Reserve respondents felt positive about their job. | Not met |
| 2024-25 | ≥ 85% | 2025 | 54.6% Feelings of positivity regarding ones job is a component of overall job engagement, which may be impacted by a number of factors. The most recent Your Say Matters Reg. Force results show that meaningful work and pride in organizational membership are among the top factors that have the strongest overall relationships with all outcomes, including job engagement. As such, the DND/CAF will continue… | Not met |
% of military personnel who are medically fit for their occupation
Expected result: Medical and dental readiness of the CAF is sustained
Bars: result reported. Dashed line: target.
| Report year | Target | Due | Result | Status |
|---|---|---|---|---|
| 2022-23 | ≥ 90% | 2023 | 0% The result is unavailable at this time due to database changes within Guardian. It is anticipated that the result for 2022-23 will be available in the Fall of this year. | Not met |
| 2023-24 | ≥ 90% | 2024 | 90% | Met |
| 2024-25 | ≥ 90% | 2025 | 90.1% | Met |
% of public service employees in the Defence Team who describe the workplace as psychologically healthy
Expected result: Employees benefit from a psychologically safe and supportive work environment
Bars: result reported. Dashed line: target.
| Report year | Target | Due | Result | Status |
|---|---|---|---|---|
| 2024-25 | ≥ 80% | 2025 | 60% Ensuring that all DND public service employees perceive their workplace as psychologically healthy remains a priority for DND/CAF. Although the target was not met, the results of the Public Service Employee Survey for DND employees for this metric was 1% above the public service average, indicating a level of psychological health comparable to other federal organizations. The target is currently… | Not met |
Degree to which CAF health services comply with Canadian health care standards
Expected result: The quality of CAF health services is comparable to that provided by other Canadian healthcare organizations
| Report year | Target | Due | Result | Status |
|---|---|---|---|---|
| 2022-23 | Green - Accreditation with Commendation | 2023 | No Results Available. The decision Accredited with Report and Supplemental Survey was provided by Accreditation Canada. Normally conducted every four years, the previous cycle was extended one year due to the pandemic. Accreditation decision awarded 2022 (2017 - 2022). Required Organization Practices (85% compliance). Standards (81% compliance). Follow-up report due 15 September 2023. Supplemental survey to occur at s… | No result reported |
| 2023-24 | Green - Accreditation with Commendation | 2024 | Accredited with Report & Supplemental Survey This is a decision award provided by Accreditation Canada every four years. The Accreditation decision was awarded in 2022, whereby the Required Organization Practices scored 85% compliance and Standards scored 81% compliance. A follow-up report was completed in September 2023 and a supplemental survey was carried out in November 2023 resulting in several progress improvement reports to be comple… | Met |
% of civilian employees who describe the workplace as psychologically healthy
Expected result: Employees benefit from a psychologically safe and supportive work environment
Bars: result reported. Dashed line: target.
| Report year | Target | Due | Result | Status |
|---|---|---|---|---|
| 2020-21 | — | — | 66% When this indicator was first used in FY 2018-19, no target and no target date were established as there was no historical data for previous fiscal year results. It was determined that when 3 years of data have been collected, research-based recommendations would inform targets and thresholds and once completed the dates to achieve the targets would be established. | No result reported |
| 2021-22 | — | — | — Data used to report on this indicator could not be collected as the 2021 Public Service Employee Survey was not launched by the Treasury Board of Canada Secretariat. | No result reported |
| 2022-23 | ≥ 80% | 2023 | 65% Ensuring that DND public service employees feel that their workplace is psychologically healthy continues to be a priority for DND/CAF. There has been a 6% increase in DND public service employees who report that they would describe their workplace as psychologically healthy since the indicator was first reported on in 2018-19. Efforts are ongoing to improve this result through the implementation… | Not met |
| 2023-24 | ≥ 80% | 2024 | — This indicator is taken from the Public Service Employee Survey (PSES). There was no PSES administered in 2023-24 and therefore, no results are available. The next PSES will be administered in FY 2024-25. | No result reported |
% of Canadian Armed Forces members who report a positive level of workplace well-being
Expected result: Canadian Armed Forces members report a high level of workplace well-being
Bars: result reported. Dashed line: target.
| Report year | Target | Due | Result | Status |
|---|---|---|---|---|
| 2020-21 | ≥ 69% | 2021 | 67.4% Although the FY 2020-21 result is lower than the FY 2019-20 result (71.5%), the 99% confidence intervals surrounding the estimates overlap. It is assessed the decrease is not statistically significant. | Not met |
| 2021-22 | ≥ 71.5% | 2022 | — FY 2021-22 result is not available due to delays in data collection combined with the complexity involved in the annual calculation and explanation of this metric. Results for the approved replacement indicator (% of CAF members who feel positive about their job) will be reported starting in FY 2022-23. | No result reported |
Current: the 2026-27 plan's targets
% of military personnel who are medically fit for their occupation
Expected result: Medical and dental readiness of the CAF is sustained
Bars: result reported. Dashed line: target.
| Report year | Target | Due | Result | Status |
|---|---|---|---|---|
| 2026-27 | ≥ 90% | 2027 | — | Planned |
Degree to which CAF health services comply with Canadian health care standards
Expected result: The quality of CAF health services is comparable to that provided by other Canadian healthcare organizations
| Report year | Target | Due | Result | Status |
|---|---|---|---|---|
| 2026-27 | Green - Accreditation with Commendation | 2027 | — | Planned |
Future goals: targets due after 2026-27
% of Canadian Armed Forces members who feel positive about their job
Expected result: The well-being of the Defence Team is supported
Bars: result reported. Dashed line: target.
| Report year | Target | Due | Result | Status |
|---|---|---|---|---|
| 2026-27 | ≥ 85% | 2028 | — | Planned |
% of public service employees in the Defence Team who describe the workplace as psychologically healthy
Expected result: Employees benefit from a psychologically safe and supportive work environment
Bars: result reported. Dashed line: target.
| Report year | Target | Due | Result | Status |
|---|---|---|---|---|
| 2026-27 | ≥ 80% | 2030 | — | Planned |
Spending and employees: planned against actual
Spending
Show the numbers
| Fiscal year | Planned | Actual |
|---|---|---|
| 2018-19 | $559M | $653M |
| 2019-20 | $663M | $687M |
| 2020-21 | $750M | $845M |
| 2021-22 | $741M | $711M |
| 2022-23 | $768M | $750M |
| 2023-24 | $809M | $966M |
| 2024-25 | $818M | $839M |
| 2025-26 | $853M | — |
| 2026-27 | $1.22B | — |
| 2027-28 | $1.3B* | — |
| 2028-29 | $1.32B* | — |
Employees (FTEs)
Show the numbers
| Fiscal year | Planned | Actual |
|---|---|---|
| 2018-19 | 2,955 | 3,089 |
| 2019-20 | 2,920 | 3,696 |
| 2020-21 | 2,332 | 3,570 |
| 2021-22 | 3,980 | 3,466 |
| 2022-23 | 3,451 | 3,637 |
| 2023-24 | 3,405 | 3,685 |
| 2024-25 | 3,491 | 3,644 |
| 2025-26 | 3,488 | — |
| 2026-27 | 3,877 | — |
| 2027-28 | 3,924* | — |
| 2028-29 | 3,950* | — |
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 | $559,429,822 | $564,743,300 | $571,698,802 | ||||||||
| 2019-20 plan | $662,834,863 | $683,914,984 | $710,971,334 | ||||||||
| 2020-21 plan | $749,838,443 | $753,941,430 | $776,960,968 | ||||||||
| 2021-22 plan | $740,553,226 | $756,271,620 | $781,226,000 | ||||||||
| 2022-23 plan | $767,705,278 | $786,876,913 | $803,704,954 | ||||||||
| 2023-24 plan | $809,419,219 | $813,676,315 | $832,906,714 | ||||||||
| 2024-25 plan | $817,854,736 | $829,042,912 | $843,578,775 | ||||||||
| 2025-26 plan | $853,201,289 | $859,135,624 | $876,661,106 | ||||||||
| 2026-27 plan | $1,216,896,864 | $1,296,033,025 | $1,322,890,850 | ||||||||
| Actual | $653,303,015 | $687,295,134 | $844,862,431 | $710,835,157 | $750,429,520 | $965,903,908 | $839,479,578 |
Actual spending is from Departmental Results Reports and the Public Accounts, as published in GC InfoBase. FTEs are full-time equivalents.
