Reintegration framework: Coach and support
Coaching the respondent on the problem and the impact of their alleged behaviour, and supporting both the affected person and respondent during investigation and reintegration is one of the four steps of the reintegration framework.
The framework suggests:
- Actions to be taken by leaders and the organization
- Communications related to the four steps
- Considerations to support leader decision making
Actions
- Confirm adequate support services are available, leveraging unit social worker or Chaplain, Sentinel program, Canadian Forces Morale and Welfare Services (CFMWS), Canadian Forces Health Services (CFHS), Conflict and Complaint Management Services (CCMS) and other service providers.
- Check-in regularly with respondent, including after all proceedings have ended, to ensure well-being and safety.
- Coach and support respondent and team to take full accountability for actions, if applicable.
- Facilitate coaching and support through restorative services, and the lessons learned can be moved forward through inclusive restorative learning opportunities.
- Monitor impact on unit morale and cohesion.
- Create opportunities for restorative conversations between persons and teams, as appropriate.
- The authority who relieves an officer or non-commissioned member from the performance of military duty shall order that the member return to duty when the circumstances giving rise to the decision to relieve the member from the performance of military duty are no longer present (QR&O 19.75 and 101.09).
Communications
- Communicate the intent for a Reintegration Plan to the affected persons, the respondent, the chain of command, and also the team in which reintegration will take place to reinforce confidence in leadership decisions and organizational trust.
- Inform the VCDS of conduct deficiencies of GOFO, CWO and CPO1 in order that the VCDS may inform the MNDO as necessary.
- Ensure Public Affairs has the information needed for internal and external communications, as required.
Considerations
Efforts to support respondent reintegration are complicated when the negative consequences associated with an accusation of act of misconduct extend to those who aid reintegration, also known as “courtesy stigma.” This can create barriers leading to further isolation and stress for the respondent.
When assessing the moral authority to lead or command, factors related to the respondent’s military career may be weighed against factors pertaining to the incident and harm done.
Factors to consider may include, but are not limited to the following:
- Respondent’s military career history, taking into account their rank, military occupation, experience, position and leadership role.
- Did the respondent take ownership, accept responsibility or demonstrate remorse?
- Did the respondent actively take steps to modify behaviour?
- Does the respondent demonstrate capacity to learn and grow?
- Was there an error in judgment?
- When did the act occur?
- What was the outcome of the investigation and the sentence imposed, if any?
- Degree to which the act was harmful or violent.
- Consider power dynamics, such as rank differential between respondent and affected person.
- History of previous conduct deficiencies.
- Risk factors for committing or repeating the conduct deficiency.
- Risk if there is a return to similar circumstances that include access to individuals with similar vulnerabilities.
- What position would they occupy if reintegrated (that is, authority, power or trust)?