Defence Team Management

Department: National Defence
Program code: BUP04 (ND)
Core responsibility: Defence Team
In Departmental Plans: 2018-19 – 2026-27 · New since an earlier plan

What it does

The Defence Team Personnel Management program is directed toward the Department National Defense/Canadian Armed Forces leadership for decision-making purposes and the stewardship of the military personnel management system.

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).

Bars: spending by fiscal year (dark: actual; light: actual restated on the 2017-18 program structure; outlined: the latest plan's forecast; grey: related programs). Bands: each program in the lineage over the years it has data.

Program	Relation	Years with data	Actual spending over those years
Defence Team Management	This program	2018-19 – 2028-29	$11.9B

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
2019-20	Employees (FTEs) 9,530, against 958 in 2018-19 (+895%).	FTEs (GC InfoBase)
2019-20	Indicators added: % of the Canadian Armed Forces who self-identified as an indigenous person	Departmental Results Framework (GC InfoBase)
2019-20	Indicators dropped: % of the Canadian Armed Forces (CAF) who self-identify as an Indigenous person	Departmental Results Framework (GC InfoBase)
2019-20	Spending $1.38B, against $503M in 2018-19 (+174%).	Actual spending (GC InfoBase)
2020-21	Spending $1.77B, against $1.38B in 2019-20 (+29%).	Actual spending (GC InfoBase)
2022-23	Employees (FTEs) 7,666, against 9,887 in 2021-22 (−22%).	FTEs (GC InfoBase)
2022-23	Indicators added: % of CAF members who agree that CAF currently reinforces a culture of mutual respect, trust, honour and dignity; % of CAF members who agree that culture in the CAF surrounding sexual misconduct has improved in the last 12 months; % of the Canadian Armed Forces (CAF) who self-identify as an Indigenous person; % of the Canadian Armed Forces (CAF) who self-identify as victims of discrimination; % of the Canadian Armed Forces (CAF) who self-identify as victims of harassment; Annual number of reported incidents of sexual misconduct in the Canadian Armed Forces; % of civilians in the Defence Team who have completed mandatory harassment training; % of civilians in the Defence Team who self identify as a woman; % of civilians in the Defence Team who self-identify as a visible minority; % of civilians in the Defence Team who self-identify as an Indigenous person; % of civilians who self-identify as victims of discrimination; % of civilians who self-identify as victims of harassment; Annual number of reported incidents of a sexual nature within the Defence Team civilian personnel; Number of Canadian Armed Forces members who have attended a training session related to sexual misconduct	Departmental Results Framework (GC InfoBase)
2022-23	Indicators dropped: % of the Canadian Armed Forces who self-identified as an indigenous person; % of the Civilian workforce who self identify as a woman; % of the Civilian workforce who self-identified as an indigenous person; % of the Civilian workforce who self-identify as a visible minority	Departmental Results Framework (GC InfoBase)
2023-24	Indicators added: Number of Defence Team members who have attended the Respect in the CAF workshop	Departmental Results Framework (GC InfoBase)
2023-24	Indicators dropped: Number of Canadian Armed Forces members who have attended a training session related to sexual misconduct	Departmental Results Framework (GC InfoBase)
2023-24	Spending $2.52B, against $1.81B in 2022-23 (+39%).	Actual spending (GC InfoBase)
2024-25	Indicators added: % of active public service employees in the Defence Team who have completed mandatory harassment training; % of public service employees in the Defence team who self-identify as a member of a racialized group; % of public service employees in the Defence Team who self-identify as a person with a disability; % of public service employees in the Defence team who self-identify as a woman; % of public service employees in the Defence team who self-identify as an Indigenous Person; % of public service employees in the Defence Team who self-identify as victims of discrimination; % of public service employees in the Defence Team who self-identify as victims of harassment; Annual number of reported incidents of a sexual nature within the Public Service Employees Defence Team	Departmental Results Framework (GC InfoBase)
2024-25	Indicators dropped: % of civilians in the Defence Team who have completed mandatory harassment training; % of civilians in the Defence Team who self identify as a woman; % of civilians in the Defence Team who self-identify as a visible minority; % of civilians in the Defence Team who self-identify as an Indigenous person; % of civilians who self-identify as victims of discrimination; % of civilians who self-identify as victims of harassment; Annual number of reported incidents of a sexual nature within the Defence Team civilian personnel	Departmental Results Framework (GC InfoBase)
2025-26	Indicators added: Annual number of reported incidents of conduct deficiencies of a sexual natural, harassment of a sexual nature, or crimes of a sexual nature in the Canadian Armed Forces; Annual number of sexual harassment and/or sexual violence occurrences reported by Public Service Employees within the Defence Team under the Workplace Harassment and Violence Prevention (WHVP) Program; Number of Canadian Armed Forces (CAF) personnel who are recorded to have attended harassment training during the fiscal year	Departmental Results Framework (GC InfoBase)
2025-26	Indicators dropped: Annual number of reported incidents of a sexual nature within the Public Service Employees Defence Team; Annual number of reported incidents of sexual misconduct in the Canadian Armed Forces; Number of Defence Team members who have attended the Respect in the CAF workshop	Departmental Results Framework (GC InfoBase)
2026-27	Indicators added: % of public service employees in the Defence Team who self-identified as being a victim of discrimination within the past 12 months; % of public service employees in the Defence Team who self-identified as being a victim of harassment within the past 12 months; % of the Canadian Armed Forces (CAF) who self-identified as being a victim of discrimination within the past 12 months; % of the Canadian Armed Forces (CAF) who self-identified as being a victim of harassment within the past 12 months	Departmental Results Framework (GC InfoBase)
2026-27	Indicators dropped: % of public service employees in the Defence Team who self-identify as victims of discrimination; % of public service employees in the Defence Team who self-identify as victims of harassment; % of the Canadian Armed Forces (CAF) who self-identify as victims of discrimination; % of the Canadian Armed Forces (CAF) who self-identify as victims of harassment	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

% of CAF members who agree that CAF currently reinforces a culture of mutual respect, trust, honour and dignity

Expected result: CAF member behaviours are aligned with CAF principles and values

Bars: result reported. Dashed line: target.

Report year	Target	Due	Result	Status
2022-23	Target to be determined	2023	70%	No result reported
2023-24	Target to be determined	2024	62.2% CPCC 3.4 Defence Team Management 3.4.9.3 % of CAF members who agree that CAF currently reinforces a culture of mutual respect, trust, honour and dignity - 70% 62.2% To be determined To be determined In 2022 the Your Say Survey included a question with slightly different wording: “The leaders in my unit reinforce a culture of mutual respect, honour, and dignity (overall).” Where 70.4% of survey re…	No result reported
2024-25	≥ 90%	2025	51.4% Data collection informs culture change initiatives, which require sustained, long-term effort. During the 2024–25 reporting cycle, the target date for achieving this performance indicator was amended to 2029 to align with the Comprehensive Implementation Plan. Training and education on professional conduct and ethics is frequently assessed and updated to ensure content is modernized, accurate, an…	Not met

% of CAF members who agree that culture in the CAF surrounding sexual misconduct has improved in the last 12 months

Expected result: CAF member behaviours are aligned with CAF principles and values

Report year	Target	Due	Result	Status
2022-23	Target to be determined	2023	No result available. No result available.	No result reported
2023-24	Target to be determined	2024	51.8% The Your Say Survey introduced this question in 2022-23 so there is no historical data.	No result reported
2024-25	Target to be determined	2025	49.8 %	No result reported

% of public service employees in the Defence team who self-identify as a member of a racialized group

Expected result: Racialized people are well represented within the Defence Team

Bars: result reported. Dashed line: target.

Report year	Target	Due	Result	Status
2024-25	≥ 13%	2025	— The result is currently unavailable, as the Government of Canada’s Employment Equity Annual Report is under embargo pending tabling in Parliament. Results are anticipated for the Fall of 2025.	No result reported

% of public service employees in the Defence Team who self-identify as a person with a disability

Expected result: Persons with Disabilities are well represented within the Defence Team

Bars: result reported. Dashed line: target.

Report year	Target	Due	Result	Status
2024-25	≥ 9%	2025	— The result is currently unavailable, as the Government of Canada’s Employment Equity Annual Report is under embargo pending tabling in Parliament.	No result reported

% of public service employees in the Defence team who self-identify as a woman

Expected result: Women are well represented within the Defence Team

Bars: result reported. Dashed line: target.

Report year	Target	Due	Result	Status
2024-25	≥ 44%	2025	— The result is currently unavailable, as the Government of Canada’s Employment Equity Annual Report is under embargo pending tabling in Parliament. Results are anticipated for the Fall of 2025.	No result reported

% of public service employees in the Defence team who self-identify as an Indigenous Person

Expected result: Indigenous Peoples are well represented within the Defence Team

Bars: result reported. Dashed line: target.

Report year	Target	Due	Result	Status
2024-25	≥ 4%	2025	— The result is currently unavailable, as the Government of Canada’s Employment Equity Annual Report is under embargo pending tabling in Parliament. Results are anticipated for the Fall of 2025.	No result reported

% of the Canadian Armed Forces (CAF) who self-identify as victims of discrimination

Expected result: CAF members benefit from a workplace free from discrimination

Bars: result reported. Dashed line: target.

Report year	Target	Due	Result	Status
2022-23	≤ 9.2%	2023	15.7% Increases in reporting do not always indicate an increase in instances. Instead, there may indicate an increase in the number of victims coming forward and trusting that the system will support and address their concerns and issues.	Not met
2023-24	≤ 9.2%	2024	16% CPCC 3.4 Defence Team Management 3.4.7.1 % of the Canadian Armed Forces (CAF) who self-identify as victims of discrimination 14.8% 15.7% 16.0% At most 9.2% March 2024 Increases in reporting do not always indicate an increase in instances. Instead, there may indicate an increase in the number of victims coming forward and trusting that the system will support and address their concerns and issues.…	Not met
2024-25	≤ 9.2%	2025	18.7% The target was not met; however, increased reporting may be reflective of greater awareness of what constitutes discrimination and the comfort among victims of discrimination in reporting their experiences in response to increased training and education amongst the Defence Team. Data collection informs culture change initiatives, which require sustained, long-term effort. During the 2024–25 repor…	Not met

% of the Canadian Armed Forces (CAF) who self-identify as victims of harassment

Expected result: CAF members benefit from a workplace free from harassment

Bars: result reported. Dashed line: target.

Report year	Target	Due	Result	Status
2022-23	≤ 11.9%	2023	24% Increases in reporting do not always indicate an increase in instances. Instead, there may indicate an increase in the number of victims coming forward and trusting that the system will support and address their concerns and issues.	Not met
2023-24	≤ 11.9%	2024	22% Increases in reporting do not always indicate an increase in instances. Instead, they may indicate an increase in the number of victims coming forward and trusting that the system will support and address their concerns and issues. There are several programs and initiatives underway which should indirectly improve harassment and discrimination within the CAF/DND and create a more inclusive cultur…	Not met
2024-25	≤ 11.9%	2025	25.4% The target was not met; however, increased reporting may be reflective of greater awareness of what constitutes harassment and the comfort among CAF members in reporting their experiences in response to increased training and education amongst the Defence Team. The Defence Team continues to promote resolution at the lowest level possible in a victim-supportive environment. Data collection informs…	Not met

Annual number of reported incidents of a sexual nature within the Public Service Employees Defence Team

Expected result: Defence Team member behaviours are aligned with Defence Team Principles

Report year	Target	Due	Result	Status
2024-25	Target to be determined	2025	30 While DND/CAF strives to create a victim-supportive environment, reporting remains a personal decision influenced by numerous factors, and not all who experience misconduct will choose to report. This indicator reflects reporting patterns, the victim’s sense of comfort and support in reporting, and the overall reporting culture rather than the prevalence of misconduct.	No result reported

Annual number of reported incidents of sexual misconduct in the Canadian Armed Forces

Expected result: CAF member behaviours are aligned with CAF principles and values

Bars: result reported. Dashed line: target.

Report year	Target	Due	Result	Status
2022-23	Target to be determined	2023	443	No result reported
2023-24	Target to be determined	2024	397 Result represents the number of cases reported in SMITS.	No result reported
2024-25	0 – 0	2025	365 While DND/CAF strives to create a victim-supportive environment, reporting remains a personal decision influenced by numerous factors, and not all who experience misconduct will choose to report. This indicator reflects reporting patterns, the victim’s sense of comfort and support in reporting, and the overall reporting culture rather than the prevalence of misconduct.	Not met

Number of Defence Team members who have attended the Respect in the CAF workshop

Expected result: Defence Team member behaviours are aligned with Defence Team Principles

Report year	Target	Due	Result	Status
2023-24	Target to be determined	2024	2241	No result reported
2024-25	Target to be determined	2025	2049 The target has been set at "TBD" until sufficient data is available to determine an evidence-based target.	No result reported

% of civilians in the Defence Team who self identify as a woman

Expected result: Women are well represented within the Defence Team

Bars: result reported. Dashed line: target.

Report year	Target	Due	Result	Status
2022-23	≥ 44%	2023	42.4% The representation of DND public service employees who self-identify as a woman has steadily increased over the past six years. Efforts are ongoing to reduce the gap between the actual representation and the Workforce Availability target of 44%.	Not met
2023-24	≥ 44%	2024	43% The delay in launching the revised Self ID form and process led to a postponement of the Self ID awareness campaign across the government. As a result, we were unable to improve return rates or effectively boost equity group representation across the organization through Self ID. To address this, we are implementing a comprehensive Civilian EEDI Action Plan with specific targets for increasing re…	Not met

% of civilians in the Defence Team who self-identify as a visible minority

Expected result: Visible Minorities are well represented within the Defence Team

Bars: result reported. Dashed line: target.

Report year	Target	Due	Result	Status
2022-23	≥ 11.4%	2023	0% The data for this indicator, provided by an organization external to National Defence, was not available at the time of the production of this report.	Not met
2023-24	≥ 11.4%	2024	11% The delay in launching the revised Self ID form and process led to a postponement of the Self ID awareness campaign across the government. As a result, we were unable to improve return rates or effectively boost equity group representation across the organization through Self ID. To address this, we are implementing a comprehensive Civilian EEDI Action Plan with specific targets for increasing re…	Not met

% of civilians in the Defence Team who self-identify as an Indigenous person

Expected result: Indigenous personnel are well represented within the Defence Team

Bars: result reported. Dashed line: target.

Report year	Target	Due	Result	Status
2022-23	≥ 4.2%	2023	0% The data for this indicator, provided by an organization external to National Defence, was not available at the time of the production of this report.	Not met
2023-24	≥ 4.2%	2024	3% The delay in launching the revised Self ID form and process led to a postponement of the Self ID awareness campaign across the government. As a result, we were unable to improve return rates or effectively boost equity group representation across the organization through Self ID. To address this, we are implementing a comprehensive Civilian EEDI Action Plan with specific targets for increasing re…	Not met

Annual number of reported incidents of a sexual nature within the Defence Team civilian personnel

Expected result: Defence Team member behaviours are aligned with Defence Team Principles

Report year	Target	Due	Result	Status
2022-23	Target to be determined	2023	16	No result reported
2023-24	Target to be determined	2024	15	No result reported

Number of Canadian Armed Forces members who have attended a training session related to sexual misconduct

Expected result: CAF member behaviours are aligned with CAF principles and values

Report year	Target	Due	Result	Status
2022-23	Target to be determined	2023	2164	No result reported

% of the Civilian workforce who self identify as a woman

Expected result: Women are well represented within the Defence Team

Bars: result reported. Dashed line: target.

Report year	Target	Due	Result	Status
2018-19	≥ 39.1%	2019	40.4%	Met
2019-20	≥ 39.1%	2020	— The data for this indicator, provided by an organization external to National Defence, was not available at the time of the production of this report.	No result reported
2020-21	≥ 39.1%	2021	— Awaiting Employment Equity Annual report from TBS for 2021 which is expected by late Summer/early Fall 2021.	No result reported
2021-22	≥ 39.1%	2022	41.5%	Met

% of the Civilian workforce who self-identified as an indigenous person

Expected result: Indigenous personnel are well represented within the Defence Team

Bars: result reported. Dashed line: target.

Report year	Target	Due	Result	Status
2018-19	≥ 2.7%	2019	3.4%	Met
2019-20	≥ 2.7%	2020	— The data for this indicator, provided by an organization external to National Defence, was not available at the time of the production of this report.	No result reported
2020-21	≥ 2.7%	2021	— Awaiting Employment Equity Annual report from TBS for 2021 which is expected by late Summer/early Fall 2021.	No result reported
2021-22	≥ 2.7%	2022	— The data for this indicator, provided by an organization external to National Defence, was not available at the time of the production of this report.	No result reported

% of the Civilian workforce who self-identify as a visible minority

Expected result: Visible Minorities are well represented within the Defence Team

Bars: result reported. Dashed line: target.

Report year	Target	Due	Result	Status
2018-19	≥ 8.4%	2019	8.9%	Met
2019-20	≥ 8.4%	2020	— The data for this indicator, provided by an organization external to National Defence, was not available at the time of the production of this report.	No result reported
2020-21	≥ 8.4%	2021	— Awaiting Employment Equity Annual report from TBS for 2021 which is expected by late Summer/early Fall 2021.	No result reported
2021-22	≥ 8.4%	2022	— The data for this indicator, provided by an organization external to National Defence, was not available at the time of the production of this report.	No result reported

Current: the 2026-27 plan's targets

% of active public service employees in the Defence Team who have completed mandatory harassment training

Expected result: Public Service employees benefit from a workplace free from harassment

Bars: result reported. Dashed line: target.

Report year	Target	Due	Result	Status
2026-27	≥ 100%	2027	—	Planned

% of public service employees in the Defence team who self-identify as a member of a racialized group

Expected result: Racialized people are well represented within the Defence Team

Bars: result reported. Dashed line: target.

Report year	Target	Due	Result	Status
2026-27	≥ 16%	2027	—	Planned

% of public service employees in the Defence Team who self-identify as a person with a disability

Expected result: Persons with Disabilities are well represented within the Defence Team

Bars: result reported. Dashed line: target.

Report year	Target	Due	Result	Status
2026-27	≥ 9%	2027	—	Planned

% of public service employees in the Defence team who self-identify as a woman

Expected result: Women are well represented within the Defence Team

Bars: result reported. Dashed line: target.

Report year	Target	Due	Result	Status
2026-27	≥ 45%	2027	—	Planned

% of public service employees in the Defence team who self-identify as an Indigenous Person

Expected result: Indigenous Peoples are well represented within the Defence Team

Bars: result reported. Dashed line: target.

Report year	Target	Due	Result	Status
2026-27	≥ 3%	2027	—	Planned

% of the Canadian Armed Forces (CAF) who self-identify as a visible minority

Expected result: Racialized people are well represented within the Defence Team

Bars: result reported. Dashed line: target.

Report year	Target	Due	Result	Status
2026-27	≥ 11.8%	2027	—	Planned

% of the Canadian Armed Forces (CAF) who self-identify as a woman

Expected result: Women are well represented within the Defence Team

Bars: result reported. Dashed line: target.

Report year	Target	Due	Result	Status
2026-27	≥ 25.1%	2027	—	Planned

% of the Canadian Armed Forces (CAF) who self-identify as an Indigenous person

Expected result: Indigenous Peoples are well represented within the Defence Team

Bars: result reported. Dashed line: target.

Report year	Target	Due	Result	Status
2026-27	≥ 3.5%	2027	—	Planned

Future goals: targets due after 2026-27

% of CAF members who agree that CAF currently reinforces a culture of mutual respect, trust, honour and dignity

Expected result: CAF member behaviours are aligned with CAF principles and values

Bars: result reported. Dashed line: target.

Report year	Target	Due	Result	Status
2026-27	≥ 75%	2029	—	Planned

% of CAF members who agree that culture in the CAF surrounding sexual misconduct has improved in the last 12 months

Expected result: CAF member behaviours are aligned with CAF principles and values

Bars: result reported. Dashed line: target.

Report year	Target	Due	Result	Status
2026-27	≥ 65%	2029	—	Planned

% of public service employees in the Defence Team who self-identified as being a victim of discrimination within the past 12 months

Expected result: Public service employees benefit from a workplace free from discrimination

Bars: result reported. Dashed line: target.

Report year	Target	Due	Result	Status
2026-27	≤ 5%	2029	—	Planned

% of public service employees in the Defence Team who self-identified as being a victim of harassment within the past 12 months

Expected result: Public Service employees benefit from a workplace free from harassment

Bars: result reported. Dashed line: target.

Report year	Target	Due	Result	Status
2026-27	≤ 10%	2029	—	Planned

% of the Canadian Armed Forces (CAF) who self-identified as being a victim of discrimination within the past 12 months

Expected result: CAF members benefit from a workplace free from discrimination

Bars: result reported. Dashed line: target.

Report year	Target	Due	Result	Status
2026-27	≤ 9.2%	2029	—	Planned

% of the Canadian Armed Forces (CAF) who self-identified as being a victim of harassment within the past 12 months

Expected result: CAF members benefit from a workplace free from harassment

Bars: result reported. Dashed line: target.

Report year	Target	Due	Result	Status
2026-27	≤ 11.9%	2029	—	Planned

Annual number of reported incidents of conduct deficiencies of a sexual natural, harassment of a sexual nature, or crimes of a sexual nature in the Canadian Armed Forces

Expected result: CAF member behaviours are aligned with CAF principles and values

Report year	Target	Due	Result	Status
2026-27	NIL	2029	—	Planned

Annual number of sexual harassment and/or sexual violence occurrences reported by Public Service Employees within the Defence Team under the Workplace Harassment and Violence Prevention (WHVP) Program

Expected result: Defence Team member behaviours are aligned with Defence Team Principles

Report year	Target	Due	Result	Status
2026-27	NIL	2029	—	Planned

Number of Canadian Armed Forces (CAF) personnel who are recorded to have attended harassment training during the fiscal year

Expected result: Defence Team member behaviours are aligned with Defence Team Principles

Report year	Target	Due	Result	Status
2026-27	Target to be determined	2029	—	Planned

Spending and employees: planned against actual

Spending

Outlined bar: planned in that year's Departmental Plan (dashed: the latest plan, for years not yet reported). Filled bar: actual.

Show the numbers

Fiscal year	Planned	Actual
2018-19	$595M	$503M
2019-20	$548M	$1.38B
2020-21	$934M	$1.77B
2021-22	$1.54B	$1.8B
2022-23	$1.73B	$1.81B
2023-24	$1.54B	$2.52B
2024-25	$1.83B	$2.09B
2025-26	$1.94B	—
2026-27	$2.4B	—
2027-28	$2.43B*	—
2028-29	$2.47B*	—

Employees (FTEs)

Outlined bar: planned in that year's Departmental Plan (dashed: the latest plan, for years not yet reported). Filled bar: actual.

Show the numbers

Fiscal year	Planned	Actual
2018-19	1,829	958
2019-20	989	9,530
2020-21	11,749	9,081
2021-22	7,199	9,887
2022-23	9,545	7,666
2023-24	9,664	8,136
2024-25	9,089	9,647
2025-26	10,435	—
2026-27	10,499	—
2027-28	10,704*	—
2028-29	10,881*	—

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	$594,897,437	$601,188,917	$610,678,516
2019-20 plan		$548,456,929	$575,318,873	$606,810,139
2020-21 plan			$934,234,259	$935,725,287	$964,284,649
2021-22 plan				$1,544,088,376	$1,556,966,256	$1,590,933,400
2022-23 plan					$1,727,853,440	$1,723,100,587	$1,736,260,314
2023-24 plan						$1,544,101,399	$1,526,235,740	$1,546,758,277
2024-25 plan							$1,828,200,240	$1,811,092,102	$1,878,099,598
2025-26 plan								$1,939,106,792	$1,994,635,322	$2,019,153,636
2026-27 plan									$2,396,773,750	$2,425,170,596	$2,469,091,340
Actual	$502,819,481	$1,376,684,860	$1,773,726,410	$1,796,189,013	$1,810,963,856	$2,522,153,006	$2,087,259,355

Actual spending is from Departmental Results Reports and the Public Accounts, as published in GC InfoBase. FTEs are full-time equivalents.