Vanguard Magazine

www.vanguardcanada.com OCTOBER/NOVEMBER 2023 21 INTERVIEW that naval engineers will be critical not only for the delivery of the platforms but also for their operation and sustainment what is your and the navy's plan to stem the tide of releases and reduce the time between qualification and HOD tours? My role as the Branch Head for the Na- val Technical Branch is to provide advice to the Commander of the Royal Canadian Navy (CRCN) for consideration. Where there is agreement, CRCN acts on those recommendations that are within RCN authority and works with the Commander of the Military Personnel Command for initiatives that are not within the RCN's control. While the Naval Technical Branch does have some challenges, for the most part I would offer that these mirror those of the larger CAF, whose overall issues are a matter of public record and the subject of several initiatives currently underway, some of which have already delivered. We have one added complication in the Naval Technical Branch, since the training and skills we possess are highly valued, particu- larly by the industrial component of the wider Naval Technical community that is challenged to deliver under the National Shipbuilding Strategy and on major ISS, as well as on a dizzying array of projects across CAF capabilities. Industry, right- ly so, sees former members of the Naval Technical Branch as an important recruit- ing source. Two recent initiatives that I believe may be helpful in addressing some of the chal- lenges are the CAF economic pay increase announced earlier this year and the Naval Experience Program. The former helps di- rectly address affordability and cost of liv- ing challenges, and the latter provides an interesting new source of potential recruits into the Naval Technical Branch. Mean- while, our more traditional programs are very much in force, including the Regu- lar Officer Training Program and Skilled Trades Entry Programs with recruiting bonuses for understrength occupations, including Weapons Engineering Techni- cian (W ENG TECH) and Marine Techni- cian (MAR TECH). Readers who are also parents of young adults, take note. Additionally, specific to MAR TECH, important changes were made to the oc- cupation this year, announced in Naval General messages 025 and 027/23. Ulti- mately, the changes aim to retain the best features of the occupation structure as en- acted in 2017 while addressing concerns from members of the occupation, includ- ing concerns around specialist pay. With respect to the specific issue for Marine Systems Engineering (MS ENG) and Naval Combat Systems Engineering (NCS ENG) officers highlighted above, I would first note that it is in fact highly desirable for newly HOD-qualified of- ficers to have a period of employment in the shore support establishment on the coast or in Ottawa, or both, prior to starting their HOD tours. This experi- ence provides a vital developmental op- portunity for these officers to consolidate knowledge gained through the HOD qualification process and to build essen- tial relationships with the professionals engaged in providing shore-based tech- nical support to the fleet. Additionally, assignment to seagoing Head of Depart- ment roles follows a competitive selection process, which can result in some officers taking longer to be selected. Finally, life can and sometimes does get in the way of HOD selection, particularly where fami- lies and/or health are involved, so some of what we measure as 'delay' is actually the effort to ensure that HOD tours are appropriately timed for people given their unique circumstances. At any rate, having noted some years ago that the average time between HOD quali- fication and HOD selection was creeping above the optimal point, an effort was undertaken to develop ways to flex the demand for HOD qualified officers in response to supply-side changes. These measures were largely successful, and at this stage the situation has normalized. In fact, it is more probable in the near term that the supply of HOD qualified officers may underrun the demand. This is due to the confluence of training and recruiting system interruptions that happened dur- ing COVID. We will flex as required in response to the challenges. Looking ahead to the future, the RCN is in the process of initiating a review of several of its occupations to ensure that we are well positioned to receive the Ca- nadian Surface Combatant into service. Meanwhile, opportunities for the employ- ment of Naval Technical Branch members, officer, and non-commissioned member alike, are as diverse as they are rewarding, with a wide array of opportunities available for our members. If anyone reading this is interested, I would encourage you to con- sider the possibilities and perhaps visit your local recruiter. SOLUS-LR For Asset Inspection, Anti-Submarine Warfare, ASW Training, & Seabed Warfare cellula.com/solus-lr • Hydrogen Fuel Cell Powered • 2000 km Range • Port to Port Missions Autonomous Underwater Vehicle

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