PROCEDURES
The steps outlined in the following paragraphs have been developed to make the process for non-Canadian applicants as simple as possible. The majority of the decision-making process will rest with CFRG HQ and, to some extent, with the particular Branch Advisor (BA) or Managing Authority (MA). These steps, if followed in the order given, will also help to ensure that an applicant will be processed as expeditiously as possible while still respecting the policies and procedures for hiring non-Canadians laid out by both the CF and the Government of Canada. That said, this process will take anywhere from one to two years to complete for the majority of applicants.
Step 1: The Permanent Resident applicant shall submit a curriculum vitae (CV) or résumé, as well as any supporting documentation to Canadian Forces Recruiting Group Headquarters (CFRG HQ), to include at least the following information:
a. A description of the desired occupation;
b. Full name;
c. Date and place of Birth;
d. A complete list of countries of residence (include dates)
e. Present addresses of all immediate family members (parents, siblings, spouse and parents-in-law);
f. Reasons for relocation to Canada;
g. Date of arrival in Canada and when Permanent Resident Status was granted;
h. Education, to include all institutions attended, Grade / Level completed, Diplomas / Degrees awarded, marks achieved / Grade Point Average, and apprenticeship / journeyman qualifications;
i. Employment history;
j. A description of activities (volunteer positions, community organizations, etc…)
CFRG HQ will determine if the occupation desired by the applicant is considered to be a distressed occupation. It is important to note that distressed from the perspective of non-Canadian applicants shall be determined by CFRG HQ and will be based upon the inability to attract a sufficient number of Canadian applicants to fill the Strategic Intake Plan (SIP) for that particular occupation. The fact that the particular Branch in question is critically below Preferred Manning Level will not in and of itself translate into the issuance of a Waiver of the Citizenship Requirements for Enrolment being granted. The applicant will proceed to the next step in the process with the approval of the BA or MA, which will only be sought if the SIP target permits. Otherwise, the applicant will receive a rejection letter similar to that at Annex A.
Step 2: An electronic copy of the CV together with all supporting documents shall be forwarded under cover (Annex B) for review by the sponsoring Branch Advisor (BA) or Managing Authority (MA) for that particular occupation. If the sponsor wishes to pursue the enrolment of the applicant, a Prior Learning Assessment (PLA) will be conducted in order to determine whether the applicant will in fact be considered as fully qualified in the occupation. Once this has been completed the sponsor will notify CFRG HQ//SSO Selection in writing that the applicant is considered suitable. The letter or e-mail should include the following salient points:
a. The qualifications granted to the applicant as a result of the PLA;
b. The special skills that the applicant will bring to both the CF and the occupation;
c. The recommended rank of the applicant if enrolled. It should be kept in mind that CFRG HQ is only authorized to enrol an applicant up to and including the ranks of Captain and Corporal. Any higher rank is considered a “controlled” rank and requires written approval from DGMC.
Additionally, since one of the requirements of the Waiver of the Citizenship Requirements for Enrolment is that the applicant must actively pursue citizenship, the sponsor must provide assurances to the Commander CFRG that the Branch will ensure that the applicant applies to become a citizen within the required three years (similar to sponsorship). If the sponsor recommends acceptance, the Commander CFRG will issue a waiver of the Citizenship Requirements for Enrolment to the applicant. If the sponsor does not wish to pursue the applicant or if the applicant is not considered as qualified in the occupation, the applicant will get a standard rejection letter similar to that at Annex A.
Step 3: upon confirmation that the applicant is suitable and needed, CFRG HQ will issue a Waiver of the Citizenship Requirements for Enrolment. This waiver shall only permit the applicant to commence the recruiting processing. A copy of the standard waiver letter (Annex C) shall be sent to the appropriate sponsor, the processing CFRC, and Human Resources Development Canada (HRDC).
Step 4: The applicant will complete form TBS 330 -23E/F at the processing CFRC to have an Enhanced Reliability Check (ERC) conducted. This shall be a five-year background check as laid out at reference D.
Step 5: Authority for the granting of Enhanced Reliability Status (ERS) for non-Canadian applicants rests with the Commander CFRG. Therefore, once the processing CFRC has completed the ERC, all of the documentation shall be forwarded to CFRG HQ in order to permit the Commander to make a decision with regard to granting Enhanced Reliability Status (ERS).
Step 6: Once the Enhanced Reliability Status (ERS) is granted, the applicant will have to undergo a (pre-enrolment) Security Clearance Pre-Assessment IAW articles’ 36.39 to 36.43 of reference D. This process encompasses two components: a 10-year background check conducted by CSIS, who then recommends a Waiver of the Citizenship Requirements for a Security Clearance, which is issued by the CDS. This Pre-Assessment will normally take anywhere from six months to in excess of one year to complete. The following is a synopsis of the process:
a. The applicant completes the appropriate Pre-security documentation at the processing CFRC;
b. The completed form is submitted to DPM Sec-2 together with ERS and a copy of the Waiver of the Citizenship Requirements for Enrolment;
c. CSIS will conduct a 10-year background check;
d. DPM Sec-2 will request that the CDS approve a waiver of the citizenship requirements for a security clearance; and,
e. If no concerns have been raised as a result of the background check, DPM Sec-2 will issue a No Security Objection (NSO) meeting the requirements of the Security Clearance Pre-Assessment.
It should be noted that the ERC and the Pre-Assessment are not to be submitted at the same time. Chapter 36 of reference D states that ERS is a pre-condition of the Pre-Assessment and DPM Sec-2 has been clear that they will reject any request for a Security Clearance Pre-Assessment for an applicant who has not been granted ERS by the Comd CFRG.
Step 7: Once a NSO has been received as a result of a Security Clearance Pre-Assessment, the applicant would undergo all remaining processing up to the point of enrolment. The applicant must meet the minimum common enrolment standards for enrolment into the CF. If the applicant fails to meet any of these standards (medical, physical, education requirements, CFAT, etc…), the applicant shall be screened out as per normal procedures.
Step 8: Once the applicant has successfully completed the recruiting process, CFRG HQ should be notified in order to have a Conditional Offer of Enrolment (COE) issued by the appropriate cell. The COE shall reiterate the requirement for the applicant to become a Canadian citizen within three years of enrolment. An extension of this time limit will only be considered if the inability to secure citizenship was clearly beyond the applicant’s control. Otherwise the applicant will be released from the Canadian Forces under the most appropriate release item.
CONCLUSION
In the end the steps outlined above are intended to formalize the process that is to be followed for skilled non-Canadian applicants who express a desire to enrol in the CF, both in the Regular and Reserve components. It is important that all stakeholders and CFRG personnel remember that non-Canadian applicants are not an additional applicant pool that is available to provide quickly trained personnel to fill vacancies. It is to be used only as a last resort to provide skilled personnel, if and only if, there are an insufficient number of suitable Canadian applicants (skilled or unskilled) available to fill the intake requirements for a particular occupation.
