CFPAS (Canadian Forces Personnel Appraisal System)

Question 1

Objective CFPAS

Answer 1

Objective: to develop CF members through constructive feedback and to accurately assess the level of performance and potential demonstrated for career administrative purposes.

Question 2

CFPAS philosophy

Answer 2

Tell people what you want them to do
Tell them how well you want them to do it
Tell them how well they did or didn’t do it
Create a plan to develop any strengths, or address any weaknesses in performance or potential

Question 3

CFPAS process

Answer 3

Personnel Development Review (PDR) – used to provide feedback and development to members
Personnel Evaluation Report (PER) – used to provide the final year-end assessment to members

1. Initial Interview – occurs at beginning of reporting period or when a new supervisor or member comes aboard a unit
2. PDR Session – feedback sessions throughout the year (minimum of 2 during a reporting period, with the 2nd one concurrent with the PER debrief)
3. PER – the PDR cycle restarts after the PER interview is conducted

Question 4

PER

Answer 4

Purpose: to assess the member’s performance and potential for retention and advancement
Formally separates performance and potential rating
For performance: members are assessed on how well they do their job and not how well that are performing in comparison to their peers
For potential: members are assessed on how well they are expected to perform at the next rank

Question 5

CFPAS challenges member

Answer 5

More member involvement is permitted in the development and evaluation process

Question 6

CFPAS challenges unit

Answer 6

Requires significant time investment from supervisors
However, once critical task lists have been developed, the conduct of feedback sessions and PER interviews tends to minimize time spent in drafting the actual PER

Question 7

CFPAS accomplishments

Answer 7

increased participation of members giving them greater responsibility towards their own career development
a better picture of our members’ abilities as a result of the separation of performance and potential assessments
formalized feedback and counselling process establishes more open communication thereby contributing to fairer and more accurate assessments
members are provided continuous feedback on their performance and potential