Les femmes dans le milieu policier

En tant que service de police national du Canada, il est important que nous soyons des chefs de file en matière d'embauche fondée sur l'équité en matière d'emploi. Depuis 1974, les femmes jouent un rôle important en tant que policières de la GRC aux quatre coins du pays et dans le monde entier.

La GRC s'est engagée à accroître le ratio de policières dans ses rangs. De gendarme à commissaire, toutes les possibilités existent pour les femmes dévouées et fières qui œuvrent au sein de cette organisation au riche patrimoine.

Assistez à un exposé sur les carrières pour les femmes

L'exposé sur les carrières pour les femmes constitue l'occasion unique de rencontrer des recruteurs et d'écouter des policières qui portent fièrement l'uniforme de la GRC raconter leurs expériences de carrière. Il y aura également un agent de recrutement qui :

• expliquera le processus pour postuler;
• présentera les avantages d'une carrière policière;
• donnera des conseils;
• répondra aux questions.

Trouvez une activité de recrutement près de chez vous ou communiquez avec un recruteur pour obtenir plus d'information.

Rapport sur les dépenses annuelles de voyages, d'accueil et de conférences - 2014-2015

Comme l'exige la Directive sur les dépenses de voyages, d'accueil, de conférences et d'événements du Conseil du Trésor, le présent rapport fournit de l'information sur les dépenses annuelles totales de voyages, d'accueil et de conférences de la Gendarmerie royale du Canada (GRC) pour l'exercice se terminant le 31 mars 2015. Il donne également une explication des écarts par rapport à l'exercice précédent dans chacune de ces catégories.

Ces données sont mises à jour chaque année et ne comportent aucun renseignement non divulgué en vertu de la Loi sur l'accès à l'information ou de la Loi sur la protection des renseignements personnels.

Les dépenses de voyages, d'accueil et de conférences engagées par les ministères et les organismes fédéraux sont liées à des activités à l'appui du mandat du ministère ou de l'organisme et des priorités gouvernementales.

Le mandat de la GRC, tel qu'il figure à l'article 18 de la Loi sur la Gendarmerie royale du Canada comporte plusieurs facettes, dont les suivantes : prévention du crime et enquêtes criminelles; maintien de la paix et de l'ordre; exécution des lois; contribution à la sécurité nationale; sécurité des représentants de l'État, des dignitaires en visite et des missions à l'étranger; et offre des services de soutien cruciaux pour les autres services de police et organismes d'exécution de la loi établis au Canada et à l'étranger.

La GRC engage des frais de voyage dans le cours normal de ses activités policières communautaires, provinciales, nationales et internationales. Les frais de voyage sont surtout liés à des opérations policières (enquêtes, déploiements internationaux, comparutions en cour, escorte de prisonniers et rencontres avec des partenaires contractants). Les ententes sur les services de police prévoient le recouvrement d'une proportion substantielle des coûts associés à ces déplacements.

Outre leurs déplacements ordinaires pour l'exercice de fonctions policières, les membres de la GRC doivent périodiquement voyager pour des raisons de formation, y compris pour le renouvellement obligatoire de certaines compétences liées à leur travail, par exemple en ce qui a trait au maniement des armes à feu.

La GRC permet la tenue d'activités d'accueil lorsqu'elles facilitent les affaires du gouvernement et sont considérées comme souhaitables sur les plans de la courtoisie et du protocole.

Les frais de participation aux conférences incluent les coûts des assemblées, des séminaires d'information et autres réunions officielles.

Écarts importants par rapport à l'exercice précédent

Cette section sert à expliquer brièvement les écarts importants par rapport aux dépenses annuelles de l'exercice précédent dans chaque catégorie.

Voyage

• Employé(e)s de la GRC : En comparaison avec l'exercice 2013-2014, les dépenses de voyage des employé(e)s de la GRC ont augmentées. Environ 7 M $ de l'augmentation est liée à la police fédérale, à la fois national et international, à l'appui de l'accomplissement de son mandat de base, y compris les voyages opérationnels pour les zones de sécurité nationale pour des choses telles que l'augmentation des dépenses liées à la Colline du Parlement, le Peloton de protection du Premier ministre, ainsi qu'une augmentation des agents de liaison pour les missions à l'étranger. Un autre 1 M $ de l'augmentation est liée à des séances de formation à l'égard de la mise en œuvre du projet de loi C-42 Loi visant à accroître la responsabilité de la GRC.
• Non-employé(e)s de la GRC : En comparaison avec l'exercice 2013-2014, les dépenses de voyage des non-employé(e)s de la GRC ont augmentées. Environ 0,5 M $ de l'augmentation est due à une augmentation au nombre de cadets qui fréquentent L'École de la GRC.
• Accueil : En comparaison avec l'exercice 2013-2014, les dépenses d'accueil de la GRC ont augmentées. Cependant, environ 124 K $ de l'augmentation est liée aux dépenses qui ont été codées par erreur aux frais d'accueils. Cette erreur a été découverte après que l'exercice financier a été fermé empêchant une correction.
• Frais de participation aux conférences : En comparaison avec l'exercice 2013-2014, les frais de participation aux conférences de la GRC ont diminué, ce qui est conforme avec les initiatives pangouvernementales pour l'efficience.
• Ministre et personnel du ministre : s/o

Report on annual expenditures for travel, hospitality and conferences - 2014-2015

As required by the Treasury Board Directive on Travel, Hospitality, Conference and Event Expenditures, this report provides information on the annual expenditures for each of travel, hospitality and conference fees for the Royal Canadian Mounted Police (RCMP) for the fiscal year ending March 31, 2015. It also provides the variance explanations from the previous fiscal year in each of these areas.

This information is updated annually and does not contain information withheld under the Access to Information Act or the Privacy Act.

Expenditures on travel, hospitality and conference fees incurred by federal departments and agencies are related to activities that support a departmental or agency mandate and the government's priorities.

The RCMP mandate, as outlined in Section 18 of the RCMP Act, is multi-faceted. It includes preventing and investigating crime, maintaining peace and order, enforcing laws, contributing to national security, safeguarding state officials, visiting dignitaries and foreign missions, providing vital operational support services to other police and law enforcement agencies within Canada and abroad.

The RCMP incurs travel costs in the normal course of its community, provincial, national and international policing operations. The majority of travel expenses are related to policing operations (investigations, international deployments, court appearances, prisoner escort and meetings with contract policing partners). Under the Policing Services Agreements, a substantial portion of these costs are recovered.

In addition to normal policing travel for operations, RCMP members are required to travel periodically for training which includes mandatory recertification of certain job related competencies, such as weapons recertification.

The RCMP extends hospitality when it facilitates government business or is considered desirable as a matter of courtesy and protocol.

Conference fees include the costs associated with conventions, briefing seminars and other formal gatherings.

Significant Variances Compared With the Previous Fiscal Year

This section is used to provide a brief explanation of significant variances from the previous year's annual expenditures for each category.

Travel

• RCMP employees:Compared with fiscal year 2013-14, departmental travel expenditures by RCMP employees increased. Approximately $7M of the increase is related to Federal Policing, both domestically and internationally, in support of fulfilling its core mandate including operational travel for national security areas for such things as increased expenditures related to Parliament Hill, Prime Minister's Protection Detail, as well as for increased liaison officers for missions abroad. Another $1M of the increase is related to training sessions with respect to the implementation of Bill C-42 Enhancing Royal Canadian Mounted Police Accountability Act.
• Non-RCMP employees:Compared with fiscal year 2013-14, departmental travel expenditures by Non-RCMP employees increased. Approximately $0.5M of the increase is due to an increase in the number of Cadets attending the RCMP Training Academy.
• Hospitality: Compared with fiscal year 2013-14, departmental hospitality expenditures increased. However, approximately $124K of the increase is related to travel expenditures coded in error as hospitality. This error was discovered after the fiscal year was closed precluding a correction.
• Conference fees: Compared with fiscal year 2013-14, departmental conference fees decreased, which is in-line with Government-wide efficiency initiatives.
• Minister and Minister's Staff: n/a

Programmes et services

Services cynophiles

Les chiens de police de la GRC sont soumis à 80 jours d'entraînement rigoureux. Les chiens y apprennent à traquer les suspects, à rechercher les personnes portées disparues ou des indices sur les lieux d'un crime, à détecter les stupéfiants et à appréhender les criminels.

Services de circulation routière

Les Services de sécurité routière travaillent à la sauvegarde des vies et à la réduction du nombre d'accidents. Dans certaines régions de la province, la GRC et des services de police municipaux (Estevan, Weyburn et Saskatoon) unissent leurs forces : il s'agit du Groupe mixte des services de sécurité routière de la Saskatchewan (GMSSRS). Le Groupe centre ses efforts sur :

• la conduite avec facultés affaiblies
• la vitesse excessive
• la conduite agressive
• le port de la ceinture de sécurité
• la distraction au volant
• et autres initiatives d'application de la loi sur les routes

Dénoncez les conducteurs avec les facultés affaiblies

Arrêtez-vous, composer le 911

Si vous pensez avoir aperçu une personne conduisant avec les facultés affaiblies :

• rangez-vous sur le bord de la route et composez le 911;
• donnez l'endroit où vous êtes;
• indiquez la direction empruntée par le conducteur;
• décrivez le véhicule de votre mieux : couleur, marque, modèle et numéro de plaque d'immatriculation;
• décrivez le type de comportement du conducteur;
• donnez une description du conducteur si vous le pouvez.

(Renseignements fournis par MADD Canada)

10 indices de conduite avec facultés affaiblies

1. Zigzags dans les voies de circulation
2. Conduite à une vitesse trop rapide, trop lente ou irrégulière
3. Talonnage et changements de voie fréquents
4. Virages exagérés
5. Changements de voie ou dépassements sans distance suffisante
6. Arrêt bien avant ou bien après la ligne d'arrêt aux intersections ou aux feux de circulation
7. Non-respect des panneaux de signalisation et des feux de circulation
8. Arrêt ou départ trop rapides ou trop lents aux intersections ou aux panneaux de circulation
9. Conduite avec les fenêtres ouvertes par intempéries
10. Conduite sans allumer les phares, sans baisser les phares ou sans arrêter le clignotant

Programs and services

Police Service Dogs

RCMP Service Dogs go through 80 days of rigorous training which includes tracking of suspects, searching for missing persons, searching for crime scene evidence, narcotic detection and criminal apprehension.

Traffic Services

RCMP Traffic Services Enforcement in Saskatchewan works to save lives and reduce injuries. In some areas of the province, the RCMP and municipal police agencies (Estevan, Weyburn and Saskatoon Police Services) work together as Combined Traffic Services Saskatchewan (CTSS) and focus on:

• impaired driving
• aggressive driving
• seatbelt use
• distracted driving
• other traffic enforcement initiatives

Report Impaired Drivers

If you see a driver you think is impaired:

• Pull over and call 911
• State the location
• Report which direction the vehicle is travelling
• Describe the vehicle as best you can: colour, make, model and license plate number
• Describe what type of driving behaviour is being exhibited
• Provide a description of the driver if you can

(Information provided by MADD Canada)

10 possible signs of an impaired driver:

1. Drifting in and out of lanes
2. Driving unreasonable fast, slow or at an inconsistent speed
3. Tailgating and changing lanes frequently
4. Making exceptionally wide turns
5. Changing lanes or passing without sufficient clearance
6. Overshooting or stopping well before stop signs or stop lights
7. Disregarding signals and lights
8. Approaching signals or leaving intersections too quickly or slowly
9. Driving with windows open in cold or inclement weather
10. Driving without headlights, failing to lower high beams or leaving turn signals on

Pokémon Go - Jouez prudemment!

Pokémon Go est un nouveau phénomène de l'industrie du jeu. Lancé en juillet 2016, ce jeu utilise le système de localisation GPS et l'appareil photo des téléphones cellulaires iPhone ou Android. En marchant avec son téléphone, le joueur capture, combat et dresse des Pokémons, qui apparaissent à l'écran de son téléphone comme s'ils faisaient partie du monde réel.

Bien que ce jeu permette aux joueurs de découvrir leur collectivité et de faire de l'exercice, il pose aussi quelques problèmes, voire des dangers, pour les joueurs et les non-joueurs à proximité.

Jeunes joueurs

• Le jeu s'arrête si vous êtes dans une voiture qui roule à une certaine vitesse, mais ce n'est pas le cas quand vous êtes à vélo. Jouez à pied seulement! Autrement dit, ne jouez pas en planche à roulettes, en patins à roues alignées ou sur quoi que ce soit qui ait des roues.
• Jouer en marchant, c'est cool; mais jouer en marchant au milieu de la rue, pas du tout.
• Faites attention à ce qui vous entoure. Quand vous vous concentrez sur votre jeu, il est probable que quelqu'un vous observe. Cela fait de vous une cible facile. Essayez de jouer avec quelqu'un que vous connaissez, qui ouvrira l'œil pour vous.
• Entrer sans permission sur un terrain privé constitue une infraction. Respectez les propriétés des autres. Si quelqu'un vous demande de quitter leur propriété, partez. Ce n'est qu'un jeu, et comme eux ne jouent pas, ils n'en ont rien à faire de votre score.
• Ce jeu est l'occasion de rencontrer de nouvelles personnes. Mais n'oubliez pas les règles que vos parents vous ont enseignées sur les échanges avec des inconnus.
• Dites à vos parents où vous allez. Si vous vous trouvez dans un endroit que vous ne connaissez pas, revenez sur vos pas, ou appelez vos parents. Ce n'est qu'un jeu, pourquoi prendre des risques?
• Surveillez la charge de votre batterie. Les Pokémons sont énergivores, et vous ne voulez pas vous trouver dans une situation où vous ne pourrez pas appeler à l'aide.
• S'il arrive quelque chose, communiquez avec votre police locale... les Pokémons peuvent attendre.

Parents de jeunes joueurs

• Assurez-vous de savoir où vos enfants jouent et avec qui. S'il y a des endroits que vous voulez qu'ils évitent, dites-le clairement. Rappelez-leur les mesures de sécurité élémentaires, comment traverser la rue en toute sécurité, et insistez pour qu'ils ne jouent qu'à pied.
• Rappelez-leur de respecter les autres. Tout le monde ne joue pas à Pokémon Go. Il peut être délicat d'entrer dans un immeuble inconnu. Les hôpitaux et les lieux de culte ne sont pas des endroits où jouer.
• Rappelez-leur les règles pour les échanges avec des inconnus, et insistez pour qu'ils traitent les gens avec respect.
• Encouragez-les à ne pas entrer sur des propriétés privées.

Joueurs adultes nostalgiques ou nouveaux joueurs

• Toutes les règles ci-dessus s'appliquent aussi à vous!
• Vous devez aussi vous souvenir que le résultat est le même : c'est de la distraction au volant. Ne laissez pas un jeu amusant conduire à une contravention, ou pire, un accident.

Pokémon Go - Play Safe!

Pokémon Go is a new phenomenon in the gaming industry. Released in July of 2016, it uses GPS and the cameras of iPhones or Android cell phone devices. The location-based reality game lets people walk with their device as they capture, battle, and train Pokémon, who appears on their screens as though in the real world.

Although this game provides players with the opportunity to discover their community and get some exercise, it also poses challenges and potential dangers for those who play, and to others around them.

To the young players

• Although the game will stop if you are in a car moving over a certain speed, this does not apply to riding a bicycle. Don't ride and play! That also applies to skateboards, roller blades, or anything else with wheels.
• Walking and playing is great; walking and playing in the middle of the street is not.
• Be aware of your surroundings. As you are concentrating on your game, someone may be watching. This makes you an easy target for a crime. Try to play with someone you know who will watch out for you.
• Going on someone's property is called trespassing. Respect other people property. If people ask you to leave their property, do so. They care about their lawn and their privacy - not your score.
• The game is an opportunity to meet new people. But the rules your parents have taught you about meeting strangers still apply.
• Make sure your parents know where you are going. If you find yourself in an area you don't know, retrace your steps, or call your parents. It is just a game and not worth getting lost.
• Keep an eye on your device battery. Those Pokémon are power hungry, and you don't want to find yourself in a situation where you have no way to call for help.
• If something happens to you, contact your local police. Pokémon can wait.

The parents of the young players

• Make sure you know where your kids are playing and with whom. If there are areas you want them to avoid, make that clear. Remind them about basic safety tips such as safe street crossing, no riding while playing, etc.
• Remind them to be respectful of others. Not everyone plays Pokémon or cares about it. Entering a building without permission is illegal; hospitals and places of worship are especially bad ideas.
• Remind them of the rules about dealing with strangers, but also about treating all people with respect.
• Encourage them to stay off people's private property.

The nostalgic adult Pokémon player, or the newbie player

• All the rules above apply to you.
• In addition, you need to remember that driving while playing is: distracted driving and illegal. Don't let a fun game lead to a ticket - or worse - an accident.

Historically relevant dates to the RCMP

The following are important dates in the history of the Royal Canadian Mounted Police.

• May 3, 1873: The Act establishing the North West Mounted Police (NWMP) was first introduced in the House by then Prime Minister John A. Macdonald.
• May 23, 1873: The bill passed unopposed through Parliament and received Royal Assent on this date. However, it did not immediately establish the NWMP, as it was merely an emergency measure.
• August 30, 1873: Order-in-Council signed by the Governor General, Lord Dufferin, bringing the NWMP formally and legally into existence.
• September 25, 1873: the NWMP's first officers were appointed by Order in Council, including the first interim Commissioner of the NWMP, Lieutenant Colonel W. Osborne Smith
• October 18, 1873: George Arthur French takes over as Commissioner of the NWMP, the first permanent Commissioner of the organization.
• November 3, 1873: The first 150 recruits for the NWMP gather at Lower Fort Garry
• June 6, 1874: The second contingent of the NWMP consisting of 217 officers and regular members left Toronto for Fort Dufferin to assemble for the March West.
• July 8, 1874: the March West begins at Fort Dufferin
• October 9, 1874: under the command of Assistant Commissioner Macleod, divisions "B", "C" and "F" arrived at the notorious Fort Whoop Up to bring peace and order to the volatile region. However, word had spread of their impending arrival and they found the Fort almost empty.
• December 1, 1874: Assistant Commissioner Macleod met with Crowfoot, the head Chief of the Blackfoot Nation, to help establish friendly ties. Their relationship would lead to the successful creation of Treaty 7.
• April 10, 1875: Order in Council authorized the establishment of a post on the Bow River; after several weeks of construction, it was referred to as the Bow Fort and Fort Brisebois, before Assistant Commissioner Macleod suggested the name "Calgary", Gaelic for "clear, running water".
• 1876: First public performance of riding skills at Fort Macleod.
• March 11, 1876: Sub Constable John Nash dies at Fort Macleod,the first member of the Honour Roll for those who have passed away in the line of duty.
• May 24, 1876: The NWMP band made its first public appearance, celebrating the Queen's birthday.
• July 22, 1876: James Farquharson Macleod takes over as the third Commissioner of the NWMP.
• November 1, 1880: Acheson Gosford Irvine takes over the command of the NWMP.
• February 28, 1884: William Armstrong, (RegNo 843), passes away while a member at Depot. He is believed to be one of the first members of the NWMP to be buried at the cemetery at Depot in Regina, SK.
• March 26, 1885: The Northwest Rebellion begins at the Battle of Duck Lake.
• May 9 1885 - May 12, 1885: The Battle of Batoche, the final conflict of the Northwest Rebellion.
• July 2 1885: Northwest Rebellion leader Big Bear surrenders at Fort Carlton.
• 1886: Riding school established at Regina.
• 1887: Musical Ride first performed (Regina, Saskatchewan).
• June 5 1895: A NWMP contingent leaves under the command of Inspector Charles Constantine for the Yukon, in the extension of law and order to the northern frontier.
• August 17, 1896: Gold is found at Bonanza Creek, sparking what was to become the Klondike Gold Rush. NWMP patrolled the area under the command of the great Sir Samuel Benfield Steele.
• June 1897: NWMP contingent appears at Queen Victoria's Diamond Jubilee. This was the first appearance of the Mounted Police on the international stage as well as the first use of the Stetson and the more modern uniform of the Force.
• March 8, 1900: Members of the NWMP volunteering for the Lord Strathcona Horse, to fight during the South African War, receive a sendoff at Parliament Hill
• July 5, 1900: Arthur H.L. Richardson (# 3058) awarded the Victoria Cross for his actions at Wolve Spruit, South Africa, while serving with Lord Strathcona's Horse (Royal Canadians) during the South African War (1899-1902).
• August 1, 1900: Aylesworth Bowen Perry takes over as Commissioner of the North West Mounted Police, a position he would hold during its change to the Royal North West Mounted Police in 1904 and to the Royal Canadian Mounted Police in 1920.
• September 28, 1901: Two troops of the NWMP escorted His Royal Highness the Duke of Cornwall and York (later King George V) during his visit to Calgary. This was one of the last occasions on which the old style full dress uniform was used by the organization, as it would change by the following year to a style more akin to today's uniform.
• 1903: Detachments established at Herschel Island and Fullerton.
• April 29 1903: A gigantic wedge of limestone from Turtle Mountain crashes on the town of Frank, killing seventy persons. NWMP reinforcements are sent to the area, with a local detachment temporary converted into a hospital for the injured.
• June 24, 1904: King Edward VII confers the title of "Royal" upon the North-West Mounted Police as a part of the Coronation Honours.
• July 21, 1908: An Order in Council officially approves the fingerprint system.
• July 28, 1908: The Musical Ride performs in Quebec City as part of the Tercentenary celebrations, the first time it did so in Eastern Canada. The Prince of Wales was in attendance, the first member of the Royal Family to witness the Ride. The riding school was first established in 1886 in Regina, and the first performances out west took place in 1887.
• December 21, 1910: Under the command of Inspector Francis Fitzgerald, a patrol leaves Fort McPherson for Dawson. The patrol would face adverse weather conditions and would become lost, resulting in the death of all four members. This case has become known as "The Lost Patrol".
• March 21-22, 1911: The bodies of the four members of what was to be known as the "Lost Patrol" are found, only 20 kilometers from their original starting point. They were found by Corporal W.J. Dempster, a highly experienced and skilled member who executed many successful northern patrols.
• February 1, 1915: Michael O'Leary (# 5685) is awarded the Victoria Cross for his actions at Cuinchy, France, while serving with the British Army's Irish Guards.
• January 1, 1917: The RNWMP is relieved of provincial policing duties in Manitoba and Saskatchewan, with the creation of their own Provincial Police forces.
• August 1917: Murder trial of Sinnisiak and Uluksak at Edmonton, Alberta. These two men were being trialed for the murder of two Oblate priests in 1913. This is one of the earliest examples of criminal law being enforced amongst the Inuit.
• October 30-31, 1917: George Randolph Pearkes (# 5529) is awarded the Victoria Cross for his actions at Passchendaele, Belgium, while serving with the Canadian Mounted Rifles.
• April 18, 1918: A draft for overseas service commenced for a volunteer squadron of RNWMP members to participate in the First World War. The 200 regular members and 500 new recruits would be known as RNWMP Squadron "A".
• November 17, 1918: A second group of members of the RNWMP go overseas to Vladivostok to guard the Trans Siberian Railway. RNWMP Squadron "B" would play an important role towards the end of the First World War.
• 1919: The entire arctic was under Canadian jurisdiction containing 25 detachments and over 70 men.
• June 21, 1919: Members of the RNWMP clash with demonstrators during the Winnipeg General Strike
• July 14, 1919: An order in Council increases the size of the RNWMP to twenty-five hundred members, a significant increase from the three hundred limit under the NWMP Act in 1873.
• 1920: RCMP Headquarters moved from Regina, Saskatchewan to Ottawa. Ontario.
• February 1 1920: The Royal North West Mounted Police becomes the Royal Canadian Mounted Police (RCMP) with the absorption of the Dominion Police.
• June 1, 1928: The RCMP takes over provincial policing duties for Saskatchewan.
• February 17, 1932: With the help of the Royal Canadian Corps of Signals and bush pilot Wilfred "Wop" Mays, the Mad Trapper of Rat River is cornered, bringing to end a manhunt which had taken the life of one member of the RCMP.
• April 1, 1932: The RCMP absorbs the provincial police organizations for Alberta, Manitoba, New Brunswick, Nova Scotia and Prince Edward Island.
• April 1, 1932: 32 patrol boats and 246 officers and men are transferred from the Department of National Revenue's Preventive Services fleet creating the RCMP Marine Section.
• May 12, 1933: King George V confers four Campaign Honours on the RCMP for its military service during the Northwest Rebellion, South African War and First World War.
• April 13, 1935: RCMP Guidon presented by the Governor General, The Earl of Bessborough at a dismounted ceremony held in the riding school in Regina due to inclement weather.
• April 1, 1937: The RCMP Air Services is created with the purchase of 4 De Havilland Dragonflys.
• May 22, 1937: The first official patrol by an RCMP aircraft was made by Commissioner MacBrien and two other members, aboard a DeHavilland Dragonfly.
• December 10, 1939: A contingent of RCMP members set sail for Europe as the No.1 Provost Company, to serve as military police during the Second World War.
• June 23, 1940: The RCMP St. Roch leaves Vancouver for its historic voyage through the Northwest Passage.
• October 11, 1942: The St. Roch arrives in Halifax from Vancouver after two years spent navigating the Northwest Passage.
• October 16, 1944: RCMP Schooner St. Roch arrives at Vancouver having traversed arctic waters through Lancaster Sound and Barrow Strait in 86 days (departed Halifax on July 22, 1944). She became the first vessel to traverse the Northwest Passage in both directions.
• September 7, 1945: Soviet cipher clerk Igor Gouzenko granted protective custody in Ottawa. On September 5th Gouzenko left the Soviet embassy in Ottawa with documents outlining Soviet espionage activities.
• January 16, 1946: Dr. Frances McGill is appointed the RCMP's first Honourary Surgeon.
• 1950: The St. Roch travels through the Panama Canal becoming the first vessel to circumnavigate the entire North American continent.
• September 21, 1957: Ceremony held on Parliament Hill where the Honourable George R. Pearkes, VC, Minister of National Defence, presented the Honorary Distinction of the badge of the Canadian Provost Corps and a scroll with the dates 1939-1945 to the RCMP for inclusion on the Force's Guidon in recognition of the RCMP's service during the Second World War.
• April 1, 1960: Civilian Member category created in the RCMP for work in the crime detection laboratories and various technical fields.
• 1966: Last year that equestrian training was mandatory for all recruits.
• June 30, 1967: David Lawrence Harding (#25828) commences his training at "Depot" Division (Regina, Saskatchewan). He is the first Black Member of the RCMP.
• June 10, 1968: First female to achieve Chief Scientist in Serology at the RCMP Laboratories – Patricia Alain (RegNo C532).
• March 1969: The last patrol by dog team departs from Old Crow, on their way to Fort McPherson and Arctic Red River.
• April 28, 1969: RCMP presents Queen Elizabeth II with the gift of Burmese, a RCMP service horse that had served on the Musical ride. This is the first horse given to Queen Elizabeth II as a gift by the RCMP.
• May 23, 1969: First Officer in Charge of the Forensic Laboratory in Winnipeg – Catherine Purchase (RegNo C651).
• September 3, 1970: Commissioner W.L. Higgitt is presented with the Commissioner's Tipstaff by the Canadian Association of Chiefs of Police. The tipstaff serves in the same way as a badge of the Queen's authority for law enforcement.
• July 4, 1973: New Guidon of the RCMP was presented to Commissioner Higgitt by Queen Elizabeth II during the Force's centennial celebrations at "Depot" Division, Regina, Saskatchewan.
• March 3, 1975: The first all female troop graduated from Depot in Regina.
• May 15, 1977: RCMP presents Queen Elizabeth II with the gift of Centenial, a RCMP service horse that the Queen had selected on August 2, 1973 as a part of the RCMP's Centennial celebrations. Centenial is deliberately spelled with only one "N". This is the second horse given to Queen Elizabeth II as a gift by the RCMP.
• 1978: First civilian member Officer i/c Translation Branch - Thérèse Ayotte (RegNo C63).
• April 1, 1981: First female promoted to corporal - Cpl. Diane Sheppard (Wright) (RegNo 31824).
• 1981: First 2 females on the Musical Ride - Cst. Joan Merk (RegNo 34018) (15-Jan-1981) and Cst. Chris Windover (Mackie) (RegNo 32341) (23-Jan-1981).
• July 20, 1982 Shelley Peters (# 37949) is the first Black woman to join the RCMP.
• July 16, 1984: The RCMP Security Service ceases to exist with its duties taken over by the newly formed civilian agency called the Canadian Security Intelligence Service (CSIS).
• December 17, 1984: First female in RCMP Band - Cst. Kerry Ann Kutz (RegNo S2874).
• August 21, 1987: First female in Air Division - Nancy Puttkemery (RegNo S3367) (deceased on duty in 1989).
• 1988: First female instructors at the Training Academy in Regina. Ruby Burns (RegNo 32691) (28-Nov-1988), Karen Adams (RegNo 31801) (28-Oct-1988), Millie Norry (RegNo O1788) (19-Sep-1988), Judy Best (RegNo 33978) (21-Apr-1989), Nancy McKerry (RegNo 34369) (17-Oct-1988), Betty Glassman (RegNo 31826) (25-Oct-1988) and Raymonde Pharand (RegNo 35533) (3-Oct-1988).
• April 6, 1988: First female to Foreign Post, Lyon France - Sgt. Marie Pilotte (RegNo 31808).
• November 1, 1988: First civilian member Officer i/c Strategic Planning & Corporate Policy Branch – Tonita Murray (RegNo C3834).
• 1989: The last female-only troop goes through "Depot".
• March 15, 1989: First female on the RCMP Honour Roll. Cst. Della Beyak (RegNo 40153) was killed in an automobile accident while on duty on 1989/03/15, near Assiniboia, Sask.
• June 1989: First RCMP Sunset Ceremonies held at the stables in Ottawa.
• October 19, 1989: 100 Member RCMP contingent sent to Namibia to monitor elections with UN mission (UNTAG). This was the first time the RCMP participated on a UN mission.
• 1990: Baltej Singh Dhillon becomes the first Member of the RCMP to be issued with a turban while undergoing recruit training at the RCMP Academy at Regina, Saskatchewan.
• January 29, 1990: First female detachment commander – Cindy Villeneuve (RegNo O1647), 1990/01/29, LaColle Detachment, Quebec.
• March 15, 1990: The Solicitor General announces that the regulations in place since 1974 would be changed to have female members wear the same red serge uniform as male members.
• June 2 1991: RCMP Ensigns created for each division in the RCMP.
• 1992: Women are issued the iconic Stetson, boots and breeches for the first time.
• 1992: First female commissioned officers – Beverly Busson (RegNo O1643) (11-Jun-1992), Cindy Villeneuve (RegNo O1647) (16-Jul-1992) and Line Carbonneau (RegNo O1662) (29-Oct-1992).
• March 16, 1992: First female civilian member engaged as an electronic technician – Grace Ann Piche (RegNo C4326).
• July 21, 1993: J.C. Picard (#29820/O.1687) is the first self-identified Black male commissioned officer in the RCMP.
• November 22, 1993: First female drill instructor at the RCMP Training Academy, Nov. 1993 – Debbie Reitenbach (RegNo 36934).
• January 3, 1994: First female Deputy Commissioner - Corporate Management – Mireille Badour PS17804.
• August 31, 1998: First female Assistant Commissioner, and first female Commanding Officer of a division. On 1999/03/23, she accepted the post as head of the new Organized Crime Agency of British Columbia - Criminal Intelligence Service of Canada (CISC) Beverly Busson (RegNo O1643).
• October 27, 1998: RCMP presents Queen Elizabeth II with the gift of James, a RCMP service horse. This is the third horse given to Queen Elizabeth II as a gift by the RCMP.
• June 18 1999: First female Commanding Officer of Depot Division (Training Academy) – Lynn Twardosky (RegNo O1713).
• October 14, 2002: Queen Elizabeth II presents the RCMP with the gift of Golden Jubilee, a horse from her own personal collection. This gift was given to the RCMP in recognition of the Queen's 50th year as reigning monarch.
• August 15, 2003: First female member of the Emergency Response Team (ERT) – Cst. Rhonda Blackmore (RegNo 44922) (15-Aug-2003).
• December 16, 2006: First female Commissioner of the RCMP – Beverley Busson (MacDonald) (RegNo O1643) – Served from 2006/12/16 to 2007/07/16.
• September 18, 2007: Lori Seale-Irving (#42195/O.2473) is the first self-identified Black female commissioned officer in the RCMP.
• May 16, 2009: RCMP presents Queen Elizabeth II with the gift of George, a RCMP service horse. This is the fourth horse given to Queen Elizabeth II as a gift by the RCMP.

Dates importantes dans l'histoire de la GRC

Les dates suivantes sont importantes à l'histoire de la Gendarmerie royale du Canada.

• 3 mai 1873 : La loi constituant la Police à cheval du Nord-Ouest (PCN-O) est déposée à la Chambre des communes par le premier ministre de l'époque, John A. Macdonald.
• 23 mai 1873 : Un projet de loi visant à créer un corps de police à cheval est adopté par le Parlement sans opposition et reçoit la sanction royale. Cependant, cette loi n'établit pas immédiatement un corps de police à cheval, il s'agit seulement d'une loi habilitante.
• 30 août 1873 : Un décret signé par le gouverneur général, Lord Dufferin, consacre officiellement et légalement l'existence de la PCN-O.
• 25 septembre 1873 : Les premiers officiers de la PCN-O sont nommés par décret, y compris le premier commissaire par intérim de la PCN-O, le lieutenant-colonel W. Osborne Smith.
• 18 octobre 1873 : George Arthur French devient le premier commissaire à temps plein de la PCN-O.
• 3 novembre 1873 : Les 150 premières recrues de la PCN-O se rassemblent à Lower Fort Garry.
• 6 juin 1874 : Le deuxième contingent de la PCN-O, composé de 217 officiers et membres réguliers, quitte Toronto à destination de Fort Dufferin pour entreprendre la Marche vers l'Ouest.
• 8 juillet 1874 : Début de la Marche vers l'Ouest à Fort Dufferin.
• 9 octobre 1874 : Sous la direction du commissaire adjoint Macleod, les divisions B, C et F arrivent au célèbre Fort Whoop-Up pour faire régner l'ordre et la paix dans cette région instable. Cependant, leur arrivée a été ébruitée et ils trouvent le fort presque désert.
• 1er décembre 1874 : Le commissaire adjoint Macleod rencontre Pied-de-Corbeau, grand chef de la nation des Pieds-Noirs, pour aider à créer des liens d'amitié, lesquels mènent à l'élaboration du traité no 7.
• 10 avril 1875 : Un décret autorise l'établissement d'un poste près de la rivière Bow; après plusieurs semaines de construction, on désigne le poste sous le nom de Fort Bow ou Fort Brisebois puis le commissaire adjoint Macleod propose qu'on le nomme « Calgary », un mot gaélique qui signifie « eau claire et courante ».
• 1876 : Premier spectacle de manœuvres équestres devant public à Fort Macleod.
• 11 mars 1876 : Le sous-constable John Nash perd la vie à Fort Macleod. Son nom est le premier qui est inscrit au Tableau d'honneur, lequel salue les membres tués dans l'exercice de leurs fonctions.
• 24 mai 1876 : L'orchestre de la PCN-O fait sa première apparition en public lors des célébrations de l'anniversaire de la reine.
• 22 juillet 1876 : James Farquharson Macleod devient le troisième commissaire de la PCN-O.
• 1er novembre 1880 : Acheson Gosford Irvine prend les commandes de la PCN-O.
• 28 février 1884 : William Armstrong, matricule 843, perd la vie pendant son service à la Division Dépôt. Il serait l'un des premiers membres de la PCN-O à avoir été enterré dans le cimetière de la Division Dépôt à Regina, en Saskatchewan.
• 26 mars 1885 : La rébellion du Nord-Ouest débute avec la bataille de Duck Lake.
• Du 9 au 12 mai 1885 : La bataille de Batoche, le dernier conflit de la rébellion du Nord-Ouest.
• 2 juillet 1885 : Le chef de la rébellion du Nord-Ouest, Big Bear, rend les armes à Fort Carlton.
• 1886 : École d'équitation créée à Regina.
• 1887 : Première représentation du Carrousel (Regina, Saskatchewan).
• 5 juin 1895 : Un contingent de la PCN-O, dirigé par l'inspecteur Charles Constantine, part pour le Yukon pour assurer l'application de la loi et le maintien de l'ordre dans le Nord.
• 17 août 1896 : On découvre de l'or dans le ruisseau Bonanza. C'est le début de ce qui deviendra la ruée vers l'or du Klondike. La PCN-O patrouille dans la région sous la direction du grand Sir Samuel Benfield Steele.
• Juin 1897 : Participation d'un contingent de la PCN-O au Jubilé de diamant de la reine Victoria. C'était la première présence de la Police montée sur la scène internationale ainsi que la première utilisation du Stetson et de l'uniforme plus moderne de la Gendarmerie.
• 8 mars 1900 : Une cérémonie d'adieu a lieu sur la colline du Parlement en l'honneur de membres de la PCN-O qui se sont portés volontaires pour joindre le Lord Strathcona Horse et participer à la guerre d'Afrique du Sud.
• 5 juillet 1900 : Arthur H.L. Richardson (matricule 3058) reçoit la Croix de Victoria pour ses actions à Wolve Spruit (Afrique du Sud) alors qu'il servait au sein du Lord Strathcona's Horse (Royal Canadians) pendant la guerre en Afrique du Sud (1899-1902).
• 1er août 1900 : Aylesworth Bowen Perry assure le rôle de commissaire de la PCN-O, un poste qu'il occupe lorsque l'organisation devient la Royale Gendarmerie à cheval du Nord-Ouest en 1904 puis la Gendarmerie royale du Canada en 1920.
• 28 septembre 1901 : Deux troupes de la PCN-O accompagnent Son Altesse Royale le duc de Cornwall et de York (qui fut plus tard le roi George V) pendant sa visite à Calgary. Il s'agit de l'une des dernières fois où les membres de l'organisation ont porté l'ancien uniforme de grande tenue, car il a été modifié l'année suivante pour adopter un style ressemblant davantage à l'uniforme porté de nos jours.
• 1903 : Détachements établis à l'île Herschel et à Fullerton.
• 29 avril 1903 : Un énorme morceau de calcaire se détache des collines Turtle et s'écrase sur la ville de Frank (Alberta). En tout, 70 personnes perdent la vie. On y dépêche des renforts de la PCN-O. Le détachement de l'endroit est temporairement converti en hôpital pour soigner les blessés.
• 24 juin 1904 : Le roi Édouard VII confère le statut « royal » à la Gendarmerie à cheval du Nord-Ouest dans le cadre des distinctions honorifiques du Couronnement.
• 21 juillet 1908 : Un agent du régime des décrets approuve le système d'empreintes digitales.
• 28 juillet 1908 : Le Carousel présente un spectacle à Québec dans le cadre des fêtes du tricentenaire. C'est la première fois qu'il se produit dans l'Est du Canada. Le prince de Galles, qui était sur place, est le premier membre de la famille royale à assister à un spectacle du Carousel. La première école d'équitation a vu le jour en 1886 à Regina, et les premiers spectacles ont été présentés dans l'Ouest en 1887.
• 21 décembre 1910 : Dirigée par l'inspecteur Francis Fitzgerald, une patrouille quitte Fort McPherson en direction de Dawson. En raison de mauvaises conditions météorologiques, les quatre membres s'égarent et périssent. Cette troupe est par la suite surnommée « la patrouille perdue ».
• 21 et 22 mars 1910 : Le caporal W.J. Dempster, un membre très compétent et expérimenté qui a exécuté de nombreuses patrouilles dans le Nord, découvre, à seulement 20 kilomètres de leur point de départ, les corps des quatre membres de la patrouille perdue.
• 1er février 1915 : Michael O'Leary (matricule 5685) reçoit la Croix de Victoria pour ses actions à Cuinchy (France) alors qu'il servait dans les Irish Guards de l'Armée britannique.
• 1er janvier 1917 : La RGCN-O est relevée de ses fonctions policières au Manitoba et en Saskatchewan, par suite de la mise sur pied de services de police provinciaux.
• Août 1917 : Procès pour meurtre de Sinnisiak et d'Uluksak à Edmonton (Alberta). Ces deux hommes étaient traduits en justice pour le meurtre de deux prêtres oblats en 1913. Il s'agit là de l'un des premiers exemples de l'application du droit criminel chez les Inuits.
• 30 et 31 octobre 1917 : George Randolph Pearkes (matricule 5529) reçoit la Croix de Victoria pour ses actions à Passchendaele (Belgique) alors qu'il servait dans le bataillon canadien de fusiliers à cheval.
• 18 avril 1918 : C'est le début de la conscription pour le service outremer et on demande un escadron composé de volontaires de la RGCN-O pour participer à la Première Guerre mondiale. L'escadron A de la RGCN-O se compose de 200 membres réguliers et de 500 nouvelles recrues.
• 17 novembre 1918 : Un deuxième groupe de membres de la RGCN-O se rend à Vladivostok (Russie) pour protéger le chemin de fer transsibérien. Vers la fin de la Première Guerre mondiale, l'escadron B de la RGCN-O a joué un rôle important.
• 1919 : Tout l'Arctique relève de la compétence canadienne. On y trouve 25 détachements et plus de 70 policiers.
• 21 juin 1919 : Un conflit éclate entre des membres de la RGCN-O et des manifestants au cours de la grève générale de Winnipeg.
• 14 juillet 1919 : Par suite d'un décret, le nombre de membres de la RGCN-O passe à 2 500, ce qui représente une augmentation importante par rapport à la limite de 300 membres imposée par l'Acte de la PCN-O datant de 1873.
• 1920 : La Direction générale de la GRC est déplacée de Regina (Saskatchewan) à Ottawa (Ontario).
• 1er février 1920 : La Royale Gendarmerie à cheval du Nord-Ouest devient la Gendarmerie royale du Canada, après l'intégration de la Police du Dominion.
• 1er juin 1928 : La GRC prend la relève de la police provinciale en Saskatchewan.
• 17 février 1932 : Avec l'aide du Corps royal canadien des transmissions et de Wilfred « Wop » May, pilote de brousse, Albert Johnson, appelé le Trappeur fou de Rat River, est appréhendé et tué, mettant ainsi fin à une chasse à l'homme qui avait coûté la vie à un membre de la GRC.
• 1er avril 1932 : La GRC intègre les services de police provinciaux de l'Alberta, du Manitoba, du Nouveau-Brunswick, de la Nouvelle-Écosse et de l'Île-du-Prince-Édouard.
• 1er avril 1932 : Trente-deux bateaux de patrouille et 246 officiers et policiers ont été transférés de la flotte du Service préventif du ministère du Revenu national pour créer le Service de la marine de la GRC.
• 12 mai 1933 : Le roi George V confère quatre honneurs de campagne à la GRC pour son service militaire durant la rébellion du Nord-Ouest, la guerre d'Afrique du Sud et la Première Guerre mondiale.
• 13 avril 1935 : Guidon de la GRC présenté par le gouverneur général, le compte de Bessborough, durant une cérémonie à pied à l'école d'équitation à Regina en raison des mauvaises conditions météorologiques.
• 1er avril 1937 : Création du Service de l'air de la GRC avec l'achat de quatre De Havilland Dragonfly.
• 22 mai 1937 : Le Commissaire MacBrien et deux autres membres effectuent la première patrouille officielle à bord d'un aéronef de la GRC, il s'agit d'un DeHavilland Dragonfly.
• 10 décembre 1939 : Un contingent de membres de la GRC, appelé la Première compagnie de prévôté, part pour l'Angleterre pour exécuter des fonctions de police militaire pendant la Seconde Guerre mondiale.
• 23 juin 1940 : Le St. Roch, bateau de ravitaillement de la GRC, quitte Vancouver pour entreprendre son voyage historique à travers le passage du Nord-Ouest.
• 11 octobre 1942 : Le St. Roch arrive à Halifax après un périple de deux ans dans le passage du Nord-Ouest.
• 16 octobre 1944 : La goélette St-Roch de la GRC arrive à Vancouver après avoir traversé les eaux arctiques en franchissant les détroits de Lancaster et de Barrows en 86 jours (départ de Halifax le 22 juillet 1944). Elle devient le premier navire à avoir traversé le passage du Nord-Ouest dans les deux directions.
• 7 septembre 1945 : Le chiffreur soviétique Igor Gouzenko est placé en garde préventive à Ottawa. Le 5 septembre, Gouzenko avait quitté l'ambassade soviétique à Ottawa avec des documents témoignant d'activités d'espionnage soviétiques.
• 16 janvier 1946 : La Dre Frances McGill est nommée première chirurgienne honoraire de la GRC.
• 1950 : Le St-Roch traverse le canal de Panama, devenant le premier navire à faire le tour du continent nord-américain.
• 21 septembre 1957 : Cérémonie sur la colline du Parlement où l'honorable George R. Pearkes, V.C., ministre de la Défense nationale, a présenté la distinction honorifique de l'insigne du Corps de la prévôté canadienne et une banderole avec les dates 1939-1945 à la GRC aux fins d'inclusion sur le guidon de la Gendarmerie en reconnaissance du service de la GRC durant la Deuxième Guerre mondiale.
• 1er avril 1960 : Création de la catégorie des membres civils à la GRC pour le travail dans les laboratoires judiciaires et divers domaines techniques.
• 1966 : Dernière année de la formation équestre obligatoire pour toutes les recrues.
• 30 juin 1967: David Lawrence Harding (matricule 25828) commence sa formation à la Division Dépôt (Regina, Saskatchewan). Il est le premier membre noir de la GRC.
• 10 juin 1968 : Première femme à obtenir le poste d'expert scientifique en chef en sérologie aux laboratoires de la GRC – Patricia Alain (matricule C532).
• mars 1969 : La dernière équipe de patrouille canine quitte Old Crow pour aller à Fort McPherson et à Arctic Red River.
• 28 avril 1969 : La GRC remet à la reine Elizabeth II le cheval de police Burmese qui avait servi dans le Carrousel. C'est le premier cheval donné en cadeau à la reine Elizabeth II par la GRC.
• 23 mai 1969 : Première femme nommée responsable du laboratoire judiciaire de Winnipeg – Catherine Purchase (matricule C651).
• 3 septembre 1970 : L'Association canadienne des chefs de police remet le bâton de commissaire au Commissaire W.L. Higgitt. Il s'agit d'un insigne d'autorité pour l'application de la loi, comme celui de la reine.
• juillet 1973 : Le nouveau guidon de la GRC est présenté au commissaire Higgitt par la reine Elizabeth II durant les célébrations du centenaire de la Gendarmerie à la Division Dépôt à Regina (Saskatchewan).
• le 3 mars 1975 : La première troupe de femmes admise à la Div. Dépôt a terminé sa formation.
• 15 mai 1977 : La GRC remet à la reine Elizabeth II le cheval de police Centenial qu'elle avait sélectionné elle-même le 2 août 1973 dans le cadre des célébrations du centenaire de la GRC. Centenial s'écrit volontairement avec un seul « n ». C'est le deuxième cheval donné en cadeau à la reine Elizabeth II par la GRC.
• 1978 : Première membre civile de niveau équivalent à celui d'officier responsable – Services de traduction – Thérèse Ayotte (matricule C63).
• avril 1 1981 : Première femme promue caporale – Cap. Diane Sheppard (Wright) (matricule 31824).
• 1981 : Deux premières femmes affectées Carrousel – Gend. Joan Merk (matricule 34018) (15-01-1981) et Chris Windover (Mackie) (matricule 32341) (23-01-1981).
• 20 juillet 1982 : Shelley Peters (matricule 37949) est la première femme noire à devenir membre de la GRC.
• 16 juillet 1984 : Le Service de sécurité de la GRC cesse d'exister et ses fonctions sont transférées à un organisme civil nouvellement créé, le Service canadien du renseignement de sécurité (SCRC).
• 17 décembre 1984 : Première femme dans l'Orchestre de la GRC – Gend. Kerry Ann Kutz (matricule S2874).
• 21 août 1987 : Première femme employée dans la Division de l'air – Nancy Puttkemery (matricule S3367 – décédée dans l'exercice de ses fonctions en 1989).
• 1988 : Premières femmes instructrices à l'École de la GRC à Regina – Ruby Burns (matricule 32691) (28-11-1988), Karen Adams (matricule 31801) (28-10-1988), Millie Norry (matricule O1788) (19-09-1988), Judy Best (matricule 33978) (21-04-1989), Nancy McKerry (matricule 34369) (17-10-1988), Betty Glassman (matricule 31826) (25-10-1988) et Raymonde Pharand (matricule 35533) (3-10-1988).
• 6 avril 1988 : Première femme postée à l'étranger (Lyon, France) – Serg. Marie Pilotte (matricule 31808).
• 1 novembre 1988 : Première membre civile responsable de la Sous-direction de la planification stratégique et de la politique générale – Tonita Murray (matricule C3834).
• 1989 : Dernière troupe entièrement féminine à la Division Dépôt.
• 15 mars 1989 : Première femme au tableau des distinctions de la GRC. La gend. Della Beyak (matricule 40153) a perdu la vie dans un accident de voiture dans l'exercice de ses fonctions le 15 mars 1989 près d'Assiniboia (Saskatchewan).
• Juin 1989 : Premières cérémonies du crépuscule aux écuries à Ottawa.
• 19 octobre 1989 : Un contingent de 100 membres de la GRC est envoyé en Namibie pour surveiller les élections dans le cadre d'une mission de l'ONU (GANUPT). C'était la première fois que la GRC participait à une mission de l'ONU.
• 1990 : Baltej Singh Dhillon est le premier membre de la GRC à recevoir un turban durant sa formation à l'École de la GRC à Regina (Saskatchewan).
• 29 janvier 1990 : Première femme chef de détachement – Cindy Villeneuve (matricule O1647), 29 janvier 1990, Détachement de Lacolle (Québec).
• 15 mars 1990 : Le Solliciteur général annonce que le règlement en place depuis 1974 serait modifié pour que les femmes membres puissent porter le même uniforme avec la tunique rouge que les hommes.
• 2 juin 1991 : Drapeaux de la GRC créés pour chaque division de la GRC.
• 1992 : Les femmes reçoivent le Stetson, les bottes et les pantalons iconiques pour la première fois.
• 1992 : Premières femmes promues officières brevetées – Beverly Busson (matricule O1643) (11-06-1992), Cindy Villeneuve (matricule O1647) (16-07-1992) et Line Carbonneau (matricule O1662) (29-10-1992).
• 16 mars 1992 : Première membre civile engagée comme technicienne électronicienne – Grace Ann Piche (matricule C4326).
• 21 juillet 1993 : J.C. Picard (matricule 29820/O.1687) est le premier officier breveté à la GRC à s'être identifié comme Noir.
• 22 novembre 1993 : Première femme instructrice d'exercice à l'École de la GRC, novembre 1993 – Debbie Reitenbach (matricule 36934).
• 3 janvier 1994 : Première femme sous-commissaire – Gestion générale – Mireille Badour (FP17804).
• 31 août 1998 : Première femme commissaire adjointe et première femme commandante d'une division. Le 23 mars 1999, Beverly Busson (matricule O1643) a accepté le poste de dirigeante de la nouvelle Organized Crime Agency of British Columbia – Service canadien de renseignements criminels.
• 27 octobre 1998 : La GRC remet à la reine Elizabeth II le cheval de police James. C'est le troisième cheval donné en cadeau à la reine Elizabeth II par la GRC.
• 1999 : Ted Upshaw (matricule 36891/O.1889) est le premier officier breveté noir de la GRC.
• 18 juin 1999 : Première femme commandante de la Division Dépôt (École de la GRC) – Lynn Twardosky (matricule O1713).
• 14 octobre 2002 : La reine Elizabeth II offre à la GRC le cheval de police Golden Jubilee, un cheval de sa collection personnelle. Ce cadeau a été remis à la GRC en reconnaissance de la 50e année de règne de la reine.
• 15 août 2003 : Première femme membre de l'Équipe d'intervention en cas d'urgence – Gend. Rhonda Blackmore (matricule 44922), 15 août 2003.
• 16 décembre 2006 : Première femme commissaire de la GRC – Beverley Busson (MacDonald) (matricule O1643) – du 16 décembre 2006 au 16 juillet 2007.
• 18 septembre 2007 : Lori Seale-Irving (matricule 42195/O.2473) est la première officière brevetée à la GRC à s'être identifiée comme Noire.
• 16 mai 2009 : La GRC offre à la reine Elizabeth II le cheval de police George. C'est le quatrième cheval donné en cadeau à la reine Elizabeth II par la GRC.

Report on Allegations of Harassment and Sexual Misconduct at the RCMP's Canadian Police College Explosives Training Unit

July 14, 2016

Overview

On February 09, 2016, a former employee of the Explosives Training Unit (ETU) at the Canadian Police College (CPC) wrote to the Royal Canadian Mounted Police (RCMP) Commissioner regarding concerns over the behaviour of two employees at the ETU. The member alleged that Staff Sergeant (S/Sgt.) Bruno Solesme and Civilian Member (CM) Marco Calandrini had repeatedly engaged in sexual misconduct and harassment over a period of a year and a half, between approximately June 01, 2012 and December 31, 2013. This individual expressed frustration that despite the misconduct, S/Sgt. Solesme and CM Calandrini were ultimately returned to work in the explosives field, with minimal repercussions.

Prior to these new allegations being brought to the attention of the RCMP Commissioner, two internal investigations had been carried out to examine allegations of sexual misconduct against S/Sgt. Solesme and CM Calandrini: one against each individual in early 2014, conducted under the former disciplinary regime (RCMP Act, 1988); and one against only CM Calandrini in December 2014, under the disciplinary regime currently used by the RCMP (Enhancing the RCMP Accountability Act, 2014). Further parallel investigations into both individuals were launched in 2016 as a result of new allegations; the 2016 investigations are ongoing.

The intent of this report is to provide a comprehensive overview of the incidents in question and the investigations that followed; to communicate lessons learned from these processes; and to document recommendations to improve the way that the RCMP handles instances of harassment and sexual misconduct in the workplace, including support for victims, a focus on positive reintegration and improvement of overall workplace wellness for all employees.

The incidents described in this report are complicated, with many events happening simultaneously, and within the context of both a leadership change at the CPC and the launch of new processes by which the RCMP addresses misconduct. This report strives to be transparent, while protecting the privacy of the victims and witnesses to these events.

Launch of the Review

The RCMP Commissioner took immediate action upon learning of the allegations of sexual misconduct and harassment at the ETU. S/Sgt. Solesme and CM Calandrini were immediately ordered transferred from the worksite and an RCMP representative contacted the author of the letter to the RCMP Commissioner to assess and address the needs of that individual. Given the severity of the allegations, the RCMP Commissioner also immediately ordered the launch of a process review to investigate the handling of the initial conduct investigations and subsequent decisions concerning allegations of sexual misconduct and harassment previously levied against S/Sgt. Solesme and CM Calandrini.

The RCMP Commissioner's direction had three main components. First, a multi-disciplinary process review team (PRT) was formed, which included RCMP employees with a wide range of expertise, including conduct and harassment, and was led by the Assistant Chief Human Resources Officer. Next, a special Steering Committee made up of three members of the RCMP Senior Executive was established to oversee the work of the PRT (mandate attached). Finally, new Code of Conduct investigations were initiated, led by the Commanding Officer (CO) of National Division, with the purpose of exposing and addressing new allegations that arose from the letter to the Commissioner, as well as any remaining undisclosed misconduct.

The Commissioner also invited Mr. Paul Kennedy, former Chair of the Commission for Public Complaints Against the RCMP, to act as an independent, external observer of the Code of Conduct investigations, as well as the PRT and Steering Committee, to support the RCMP's commitment to ensuring a thorough, impartial and professional review. The terms of reference established for the Process Review gave Mr. Kennedy full access to all information associated with the events in question (mandate attached).

An extensive review was conducted of the handling of the conduct investigations and subsequent decisions related to the actions of S/Sgt. Solesme and CM Calandrini at the CPC. This review included an exhaustive documentary review of administrative files, notes, correspondence, policy, procedures, legislation and previous related investigations and interviews with numerous witnesses, victims and those responsible for investigations. Following the review, the PRT and Steering Committee presented their final findings and recommendations to the RCMP Senior Executive Committee on July 11, 2016. This report outlines these findings and subsequent recommendations, which the RCMP has committed to fully implementing.

Context

a) RCMP Organizational Change

Since assuming leadership of the RCMP, the Commissioner has prioritized transforming RCMP culture, and has focussed on addressing harassment in the workplace and promoting overall workplace wellness. In recent years, the RCMP has taken several concrete actions in this regard. In 2012, the RCMP underwent a Gender-Based Assessment to determine whether recruitment and promotion policies and practices were gender neutral, and whether they provided equal opportunities for female members of the RCMP. The RCMP has also worked to address gaps in its grievance and discipline processes, including how harassment and conduct complaints are handled. In 2013, the RCMP developed the Gender and Respect Action Plan, and implemented measures with the goal of making the RCMP a more respectful and inclusive workplace. Other measures recently launched include peer-to-peer support programs, a mental health strategy and action plan, respectful workplace training, an informal conflict management program, a violence prevention policy, a workplace reporting system, a national early intervention system and a centralized office for the coordination of harassment complaints.

As part of these transformative actions, existing conduct processes were assessed and found to be overly legalistic, formalistic and adversarial, and plagued with delays. To overcome these issues, steps were taken to improve processes for investigating and addressing instances of misconduct. As such, while the initial investigations into sexual misconduct at the ETU were conducted under the RCMP Act, 1998 disciplinary regime, and guided by the previous Code of Conduct of the Royal Canadian Mounted Police, subsequent internal investigations would be conducted under a new process.

A new Code of Conduct and conduct review process came into force on November 28, 2014, with the passing of the Enhancing RCMP Accountability Act, 2014. This new process allows for misconduct to be addressed in a more responsive, timely and effective manner, by empowering lower level management and thus ensuring misconduct is dealt with at the lowest appropriate level. It is a progressive discipline system that emphasizes remedial, corrective and educative solutions, rather than punitive sanctions. As a result of these legislative changes, meetings between a manager and subject member concerning conduct became the norm, with discipline being set out in private. Only cases where dismissal is being sought are referred to a Conduct Board and resulting hearings made open to the public. This model is not unique to the RCMP, and is comparable to the model that exists for Government of Canada public service employees. More information on the RCMP's transformation initiatives can be found at http://www.rcmp.gc.ca/en/member-conduct and http://www.rcmp.gc.ca/en/conduct-process-overview. RCMP legislation applies both to regular members and CMs; as such, investigations into alleged misconduct by S/Sgt. Solesme and CM Calandrini followed the same procedures.

In total, three sets of investigations were launched to examine the behaviours of S/Sgt. Solesme and CM Calandrini: one against each of the individuals in question in early 2014, conducted simultaneously under the old conduct regime; one against CM Calandrini launched in December 2014; and one launched in 2016 against each individual. Investigations launched after November 2014 have been subject to the new disciplinary regime, including the most recent investigations that are being led by the CO of National Division, which are ongoing.

b) Mandate of the CPC

The CPC provides advanced and specialized training and executive development to law enforcement officers from across Canada, as well as to international partners. During the timeframe described in this review, there were two different Directors General in charge of day-to-day operations of the CPC: the first was in command until October 31, 2013, when the majority of this misconduct occurred; the second took command on February 04, 2014, approximately two months prior to the disclosure of the allegations and the launch of the investigations into the sexual misconduct that was reported by one of the victims. Bridging the two permanent Directors General was a short-term acting Director General.

At the time of the alleged misconduct, the ETU was a small, specialized unit that offered explosives training to police services at the municipal, provincial and national level. The ETU was comprised of highly trained police and civilian employees, and offered the Police Explosive Technician program to all Canadian police services. Due to the layout of the CPC, the ETU was physically isolated from the other units located on the campus.

c) Discipline and Human Resources Responsibilities in the National Capital Region

The individual ultimately responsible for the conduct of employees and other workplace matters at the CPC and other RCMP work sites in the National Capital Region (NCR) is the CO of National Headquarters (NHQ). Typically, the CO is the highest ranking RCMP member in a given Division, and has full responsibility for that Division, including oversight of all operational and administrative activities. Having responsibility in such a wide range of contexts affords the CO with the knowledge and appreciation for the dynamics present under the CO's command.

However, the majority of Senior Executives of the RCMP are part of NHQ, and, as such, the CO of NHQ is not the highest ranking RCMP member at NHQ. Furthermore, while the CO of NHQ is ultimately responsible for the conduct of CPC employees, the Director General of the CPC is responsible for the CPC's operational activities, and was at the same rank as the CO of NHQ at the time the first allegations were made. The unique and complex environment in which the CO NHQ and Director General, CPC exercise their responsibilities is replicated throughout the NCR, and in the case of investigations into sexual misconduct and harassment at the CPC, contributed to the communications gap between the CPC management and the CO of NHQ. This resulted in a lack of information sharing; led to erroneous perceptions about the severity and extent of the acts of misconduct committed and the state of the work environment at the ETU; and resulted in many missed opportunities for management to act appropriately and in accordance with RCMP policies and procedures to resolve this issue.

The Process Review

The review launched in response to the investigations into acts of sexual misconduct and harassment by S/Sgt. Solesme and CM Calandrini also exposed historical evidence of poor leadership in the ETU, including prior to the arrival of S/Sgt. Solesme and CM Calandrini. Although these behaviours were not as egregious as the sexual misconduct and harassment that is the subject of this report, it is clear that the combination of these factors culminated in a work environment wherein employees who were either victimized or who witnessed these acts of misconduct either left the unit, or never reported the full range of behaviours observed.

On June 11, 2012, then-Sergeant Solesme was promoted to Staff Sergeant, and became the non-commissioned officer-in-charge (NCO i/c) of the ETU. CM Calandrini, a civilian with extensive expertise in explosive forced entries, had worked at the ETU since 2008.

Many employees working at the ETU at that time developed an unfavourable opinion of S/Sgt. Solesme because of his management style. Witnesses interviewed as part of investigations into alleged sexual misconduct reported that S/Sgt. Solesme bullied and harassed his subordinates, and refrained from consultations or providing clear direction on ETU operations.

The first disclosure of egregious misconduct on the part of S/Sgt. Solesme and CM Calandrini at the ETU was raised to CPC management on April 15, 2014, during a meeting between an ETU instructor and S/Sgt. Solesme's manager. The acts alleged by the ETU instructor included at least one instance of nudity in the case of S/Sgt. Solesme, and at least three instances of nudity in the case of CM Calandrini. The instructor also alleged that in April 2014, CM Calandrini sent a photograph via text message to another ETU employee of his bare buttocks. The allegations made by this employee led to the launch of the first investigations into S/Sgt. Solesme and CM Calandrini's misconduct at the CPC.

a) First Round of Investigations

When allegations of sexual misconduct were brought to the attention of CPC senior management on April 15, 2014, management acted swiftly to initiate internal investigations into the conduct of both individuals. The investigations were both initiated on April 17, 2014, and included allegations against both men of nudity in the workplace during the approximate period between June 01, 2012, and December 31, 2013. These investigations further included the allegation that CM Calandrini sent a picture of his nude buttocks to another ETU instructor via text message on April 02, 2014.

Central to these investigations was the collection of statements from other individuals employed at the ETU during the time the alleged acts took place. While witnesses could not recall specific dates, they alleged multiple instances of nudity in the workplace on the part of S/Sgt. Solesme and CM Calandrini between approximately June 01, 2012 and the December 31, 2013. Witnesses described the behaviour as inappropriate but they did not believe that either individual acted with malicious intent.

In providing their statements at the time, victims and witnesses were not forthcoming; although they detailed acts of harassment, bullying and nudity, they did not reveal further allegations that would later surface, including allegations of sexual touching made in November 2014. A review of the recordings from all interviews revealed that the witnesses were asked open-ended questions and invited to expand on their answers. According to witnesses who were interviewed during this review process, the acts of misconduct by S/Sgt. Solesme and CM Calandrini were not immediately reported, nor fully detailed, due to embarrassment and fear of reprisals or being labelled as "rats."

On May 06, 2014, following the completion of initial investigations, the CO of NHQ ordered the suspension of S/Sgt. Solesme and CM Calandrini. At the time of the initial disclosure in April, 2014, senior management at the CPC chose not to immediately suspend these individuals, due to the fact that the individual who initially reported the acts of misconduct was on sick leave, there were no identified victims and the allegations of nudity did not involve any individuals except the two accused of misconduct. In addition, though witnesses understood the actions of S/Sgt. Solesme and CM Calandrini to be inappropriate, they did not report them as being malicious in intent.

However, witnesses would later report that the delay in suspending S/Sgt. Solesme and CM Calandrini had a detrimental effect on workplace wellness, as their presence during the ongoing investigations served to raise the level of toxicity that existed at the ETU. Witnesses alleged that they were bullied and intimidated by S/Sgt. Solesme and CM Calandrini during this time.

After S/Sgt. Solesme and CM Calandrini were placed on suspension, efforts were made by CPC management to improve the working environment at the ETU, including bringing a psychologist to the ETU to assist employees. Though both S/Sgt. Solesme and CM Calandrini remained suspended until their Adjudication Board hearings in December 2014, they continued to communicate with some employees of the ETU, and some of these individuals believed that S/Sgt. Solesme and CM Calandrini would return to the unit following the completion of their suspensions. This meant that victims and witnesses continued to fear reprisal, despite the fact they no longer had to work alongside S/Sgt. Solesme and CM Calandrini.

On May 15, 2014, the investigators completed their investigation report under the old RCMP Act, 1988 disciplinary regime. Given the gravity of the allegations, the CO of NHQ determined that there were grounds to proceed with the formal process under the RCMP Act, 1988, which allowed for serious sanctions to be imposed by the Adjudication Board; for example, dismissal, demotion or forfeiture of pay. The Adjudication Board heard the cases in December 2014, and during that time, both individuals remained suspended from work.

At the December 2014 hearings, both S/Sgt. Solesme and CM Calandrini admitted to certain allegations against them, and thus the hearings proceeded by way of an Agreed Statement of Facts (ASF). The ASF involved discussions between the CO of NHQ's legal representation and that of S/Sgt. Solesme and CM Calandrini concerning the facts associated with the events in question, and ultimately, required all parties to come to an agreement on a common account of these events, which was submitted to Adjudication Board.

Although the ASF process can be a very effective means of resolving issues quickly, in this case it resulted in both S/Sgt. Solesme and CM Calandrini agreeing to specific acts of misconduct, but diluted the most egregious elements of the allegations. The accepted ASF was the basis upon which the Adjudication Board made its ultimate decision on sanctions.

With respect to S/Sgt. Solesme, the Adjudication Board imposed the CO of NHQ's requested sanction, which consisted of a reprimand and the forfeiture of seven days' pay. In the case of CM Calandrini, the CO of NHQ proposed a sanction of a reprimand and a forfeiture of ten days' pay, as well as a recommendation for professional counselling. After considering the facts provided, including the ASF, the Adjudication Board imposed a sanction of reprimand and the forfeiture of five days' pay. The Adjudication Board did not include a recommendation for counselling in its ruling, despite concerns on the part of the CO of NHQ.

Once the hearings were completed, both S/Sgt. Solesme and CM Calandrini were reinstated upon return from their first suspension. CPC senior management had the authority to decide where both individuals would work following their suspensions. Neither individual returned to work directly with any witnesses or victims. In January, 2015, CM Calandrini was re-assigned to the Technical and Protective Operations Facility (TPOF) in Ottawa and S/Sgt. Solesme returned to the CPC, but in a separate location from the ETU. He was not given a supervisory role.

b) Second Round of Investigations

On November 25, 2014, while S/Sgt. Solesme and CM Calandrini were suspended and waiting to go before the Adjudication Board, an ETU employee who had already been interviewed as part of the first investigations in April 2014, came forward with new allegations of sexual assault by CM Calandrini. These new allegations prompted a new investigation into the conduct of CM Calandrini, which was initiated on December 02, 2014, under the new conduct regime, as per the amended RCMP Act, 2014.

In addition to carrying out a new conduct investigation into the allegations of sexual assault, in accordance with RCMP policy, the RCMP also notified Ottawa Police Service (OPS), as the police of jurisdiction, of the sexual assault allegations. OPS launched a criminal investigation, but in February 2015, concluded that it would not proceed with criminal charges of sexual assault against CM Calandrini.

These incidents of unwanted sexual touching were not reported to CPC management at the time that they occurred, nor were they reported during the interviews conducted in April 2014 for the initial allegations of nudity. When asked why the misconduct was not reported earlier, the victim cited a variety of reasons, including feelings of discomfort and shame. The alleged sexual assault was reported to have occurred during the approximate timeframe that acts of nudity at the ETU were also alleged (between August 31, 2012 and October 29, 2013), and included unwanted touching.

Following the decision by OPS not to pursue sexual assault charges, the RCMP proceeded with a new conduct investigation and obtained several witness statements. When interviewed, CM Calandrini advised that he was joking with the victim, and that he had not intended to make the victim feel uncomfortable.

During this new conduct investigation, several new allegations of misconduct came to light against both S/Sgt. Solesme and CM Calandrini, as well as against another ETU employee, similar to those earlier alleged, with further details concerning bullying and harassment. Neither management, nor the CO of NHQ, ordered expanded or further investigations into these new allegations.

By October 2015, the new investigation into CM Calandrini's conduct had reached a conclusion. As noted above, under the new conduct regime, matters are only referred to an Adjudication Board when dismissal is being sought. In this particular matter, dismissal was not sought by the CO of NHQ; therefore the conduct measures were imposed by way of a Record of Decision, a written decision outlining findings of alleged contravention of the Code of Conduct, any conduct measure imposed and the reason for that decision. Similar to the Government of Canada Public Service discipline process, these Records of Decision are issued by the CO of NHQ to the member under investigation only and are not shared more broadly. On October 05, 2015, the CO of NHQ found that all three allegations of inappropriate touching were established. CM Calandrini received five days' forfeiture of pay for each allegation, resulting in a financial penalty of 15 days of pay, or 120 hours.

In January 2016, the Professional Responsibility Officer (PRO) reviewed a summary of conduct matters for NHQ in a briefing package and became aware of the measures imposed by the CO of NHQ in relation to CM Calandrini. Based on that summary, on January 08, 2016, the PRO requested an initial review by the Professional Responsibility Sector (PRS) to determine if there were any concerns with the measures that were imposed for the inappropriate touching of another employee at the ETU. The PRO is designated, pursuant to section 9 of the Commissioner's Standing Orders (CSO), to review and determine if a decision made in a case of misconduct is unreasonable or the measures imposed are disproportionate to the nature and circumstances of the misconduct. The PRO completed a section 9 review and determined that the measures imposed on CM Calandrini were not commensurate with the severity of the misconduct, and as a result, a conduct hearing seeking dismissal was initiated, which has not yet been scheduled.

c) Launch of New Investigations

At the end of August 2015, ETU was merged with the Chemical, Biological, Radiological, Nuclear and Explosives (CBRNE) Unit, and physically moved from the CPC to Technical Operations at the Technical and Protective Operations Facility (TPOF) in Ottawa. The decision to amalgamate these two units was taken to improve efficiency and reduce duplication and costs, and was taken prior to the disclosure of any allegations. In September 08, 2015, due to a shortage of resources, Technical Operations management provided permission for S/Sgt. Solesme to fill in as a temporary instructor for the Police Explosives Technicians and Radiography course at TPOF. As such, S/Sgt. Solesme was required to work alongside victims of his earlier misconduct relating to nudity and harassment in the workplace. CPC senior management did not communicate S/Sgt. Solesme's return to the victims ahead of time and, when S/Sgt. Solesme returned unannounced, the victims remaining in the unit immediately left on indefinite leave from the worksite.

The witnesses and victims were not made aware of the conduct measures taken in response to acts of nudity, bullying, harassment and sexual touching by S/Sgt. Solesme and CM Calandrini. In addition, key members of senior management at Technical Operations were unaware of some statements made by victims to their supervisors and management outside of the formal investigation process. As such, although the victims' distrust and discomfort with S/Sgt. Solesme was known to some members of CPC senior management, it was not fully conveyed to the Technical Operations manager who returned S/Sgt. Solesme to instruct the explosives course.

As a result of the new investigation, further allegations of misconduct have been disclosed with respect to S/Sgt. Solesme and CM Calandrini's conduct including bullying, intimidation, harassment and new allegations of unwanted sexual touching. Both S/Sgt. Solesme and CM Calandrini have again been suspended as a result of new investigations. Investigations have also since been launched into alleged acts of misconduct by a third individual who worked with S/Sgt. Solesme and CM Calandrini between June 2012 and December 2013. All of these investigations remain ongoing.

Conclusion

This report presents both the founded and alleged instances of misconduct by S/Sgt. Solesme and CM Calandrini; the initial conduct investigations and processes; and, the subsequent review of how the conduct regime responded to these events. It provides as much detail as possible, while also protecting the privacy of those that have been impacted.

As a result of the findings identified by the PRT in response to these events, the Steering Committee made 28 recommendations to RCMP senior executive. These recommendations speak to specific lessons learned from the investigations of these events, and address a wide range of issues, including governance, human resource management, and accountability and communication practices in the RCMP.

The RCMP fully supports the findings and accepts the recommendations. While progress has been made in addressing harassment and improving workplace health within the RCMP, it is without question that the egregious actions of S/Sgt. Solesme and CM Calandrini; the failure in the leadership of RCMP management; and, the systemic failure of both conduct regimes and human resource practices to address the situation are unacceptable. Specifically, the investigations and processes related to these events were fraught with missed opportunities to effectively deal with the misconduct, protect the victims and witnesses and heal the workplace. It is for these reasons that the RCMP Commissioner and the RCMP as an organization sincerely apologize to all who were negatively impacted.

Canadians must have confidence in their national police force; an internationally recognized, iconic Canadian symbol. The RCMP must continue to strengthen and promote workplace wellness, central to which is ensuring that RCMP employees are safe from harassment and have confidence in the internal processes to address employee misconduct. This report demonstrates that more work is required in order for the RCMP to deliver on this commitment to its employees and to Canadians at-large. The RCMP Commissioner will provide quarterly updates to the Minister of Public Safety and Emergency Preparedness on the RCMP's progress in implementing the recommendations. The implementation of the recommendations contained here will, and must, be a priority of the RCMP to ensure the health and safety of its employees, and to regain the confidence of Canadians.

Findings and Recommendations

Findings

Incidents of nudity and unwelcome touching occurred at the ETU. This type of behaviour in the workplace is unacceptable, regardless of the intention, and must be eradicated from the workplace.

The incidents of nudity and unwelcome touching were not immediately reported by the victims/witnesses for a variety of reasons, including discomfort and fear. Prompt reporting of sexual misconduct in the workplace must be encouraged so that it can be addressed immediately with an appropriate response commensurate with the seriousness of such misconduct.

Recommendations

1. The RCMP engage immediately in a national initiative to eradicate sexual misconduct in the workplace through awareness, education, detection and a prompt and appropriate response to such misconduct. The national initiative should encourage the reporting of sexual misconduct and address the fear of reprisal. The national initiative has to be prominent and have a national coordinator and divisional participation.

2. In order to ensure an appropriate response commensurate with the seriousness of sexual misconduct, Conduct Authorities engage in a mandatory consultation with the Conduct Authority Representative Directorate (CARD) for any conduct matters regarding allegations of a sexual nature, allegations of unwanted sexual touching and/or allegations of exhibitionism.

Findings

S/Sgt. Solesme did not demonstrate the behaviour expected of a supervisor.

Middle management were well-intentioned but did not always follow best practices. In particular, there were missed opportunities with respect to processes, communication and wellness in the workplace.

Recommendation

3. A working group be established to identify training and developmental opportunities to strengthen supervisors' and managers' knowledge, skills, and abilities in relation to:

1. Supervisory duties;
2. Communication;
3. Conduct and harassment; and
4. Workplace wellness, including the available supports to their employees and referral for medical assessments in appropriate circumstances.

Finding

Before and after their suspensions, S/Sgt. Solesme and CM Calandrini (the Subject Members) had contact with some witnesses, which adversely affected the wellness of the witnesses. The template suspension order does not contain a provision preventing Subject Members from contacting witnesses and attending RCMP worksites.

Recommendation

4. The templates for interim administrative measures (which include temporary reassignment and suspension) be revised to include provisions forbidding contact with potential witnesses, unless authorized (e.g. reporting to a supervisor who is a potential witness), and, in the case of a suspension, forbidding attendance at any RCMP worksite, except for the purpose of mandatory reporting or other approved reasons (e.g. Health Services).

Finding

Sexual misconduct in the workplace is a very serious misconduct that needs to be briefed at the highest level. The Commissioner was not briefed on the disposition of these conduct matters and the decisions regarding the return to work of the Subject Members.

Recommendation

5. A Commissioner's Briefing Note be mandatory for reporting the occurrence and the final outcomes of all incidents of sexual misconduct in the RCMP.

Finding

The lack of communication from management regarding the outcome of the conduct process and the reintegration of the Subject Members was not ill-intentioned, but did affect the wellness of employees of the ETU. The lack of communication was related, at least in part, to consideration of Subject Members' privacy in the conduct process. The conduct process did not provide the complainant members or witness members with any form of standing so as to be entitled to such information. The current conduct regime prevents the RCMP from disclosing the results of the conduct processes of its employees to complainants, witnesses and the general public.

Recommendations

6. The RCMP take the necessary steps to make the harassment and conduct process more transparent to complainants, witnesses and the public.

7. All new Conduct Board decisions be published on CanLii (the Canadian Legal Information Institute website) or a similar searchable database.

Finding

The Subject Members were reinstated from suspension without full engagement of Career Development and Resourcing (Staffing). Due to the fact that management did not fully engage RCMP staffing, the ETU management and staff did not fully benefit from the tools and expertise offered by staffing personnel.

Recommendations

8. The current structure of Human Resources and Professional Responsibility services be reviewed to determine whether or not more integration is required, given the interrelationship between many conduct measures and human resources.

9. Policy be implemented to make it mandatory for Career Development and Resourcing (Staffing) to be consulted whenever a member is being re-integrated into the workplace following a return to work from suspension.

10. If a transfer has not formed part of the measures imposed in the conduct process, there be an examination of the mandatory transfer of employees whenever they are involved in any sexual misconduct in the workplace or sexual misconduct in relation to any work-related activity.

Finding

The CO of NHQ is the Conduct Authority for the Canadian Police College and multiple other work sites across the NCR. Other than being the Conduct Authority, it is not clear what additional administrative authorities and oversight the CO of NHQ maintains over the CPC and other worksites across the NCR. This circumstance is unique to the NCR. Typically, a CO has full responsibility for their entire Division, including all operational and administrative oversight, which affords them knowledge and appreciation for dynamics in all work areas under their command. As an example, in this instance, management of the CPC felt that a transfer was a conduct decision to be made as part of the conduct process, and the Conduct Authority felt that a transfer ought to be a management decision. While transfer can be effected under the conduct process, management can also order a transfer.

Recommendation

11. In order to clarify roles and responsibilities, there be a review of the existing command structure of NHQ, including the roles and responsibilities of the CO and senior executives responsible for various business lines at NHQ, as it pertains to conduct and other administrative authorities for the main NHQ location and other worksites across the NCR.

Finding

The explosives field is a highly specialized area within the policing environment. At the time of the incidents, the CPC had recently undergone significant budgetary reductions. There was a strain on resources to provide the necessary explosives training courses and this caused challenges for management and employees.

Recommendation

12. CPC and TPOF management develop a human resources plan for ETU/CBRNE to address:

• Succession planning;
• Expanding upon the pool of qualified facilitators for highly specialized training; and
• Responding to surges in demand for services.

Finding

Historic allegations of inappropriate behaviour at the ETU at the CPC were revealed during the Process Review and are not limited to conduct on the part of the Subject Members. There appears to have been a lack of oversight of this small, specialized unit for several years. Early, proactive intervention might have avoided the misconduct that occurred at the ETU in 2012 and 2013. A mechanism needs to be initiated to identify workplaces that require additional guidance, support or other intervention.

Recommendations

13. A management Review take place at the integrated ETU and CBRNE unit at TPOF.

14. The RCMP employ an objective mechanism across the entire organization at the unit level to determine the current wellness of the organization.

15. The National Early Intervention System (NEIS) early awareness tool be expanded to identify worksites and/or supervisors that are in need of guidance, support or other intervention.

16. When worksites are identified by NEIS, an ad hoc multi-disciplinary team be deployed to immediately address the issue(s), as well as employee wellness in the workplace. The method of engagement, composition and skill set requirements, etc., of the team to be determined by a working group.

Finding

Witness members reported poor employee wellness in the workplace both related to misconduct and unrelated to misconduct. Wellness in the workplace remained an issue for complainant and witness employees both during and after the investigation and disposition of these matters.

Recommendations

17. An "Employee Satisfaction and Engagement Assessment" take place at the integrated ETU-CBRNE unit at TPOF and also at CPC. It is further recommended that this assessment take place annually for a period of three years, after which time it is to be reviewed to determine whether it will be continued, and if so, at what frequency.

18. Guidelines be developed to guide harassment investigators' approach to complainants alleging sexual misconduct and witnesses to sexual misconduct, to ensure the complainants' and witnesses' wellbeing is considered throughout the entire process.

Finding

Although the investigations were completed pursuant to the required guidelines, certain investigation processes could have been improved.

Recommendation

19. With respect to conduct and harassment investigations:

1. Statements should not be obtained outside a formal investigation process;
2. A complete statement from the complainant is obtained before meeting with any other witness; and
3. Statements be electronically recorded except where there is valid reason otherwise (e.g., witness refuses to consent to electronic recording), and where a recording has malfunctioned, the investigator have the witness read and sign off on relevant notes or a written statement.

Finding

The content of the ASF before the Adjudication Board was criticized for not providing a full picture to the Adjudication Board. Witness members were highly critical of certain omissions.

Recommendations

20. In relation to ASFs, a training standard and guide be created for the CARD, the Member Representative Directorate (MRD) and the Level III Conduct Authority to describe:

1. The circumstances in which an ASF would be appropriate;
2. How ASFs should be drafted;
3. The types of allegations to be excluded from any ASF negotiation (i.e. sexual misconduct).

21. It is also recommended that an independent review process, by a person designated by the Director General, Recourse Services Branch, be implemented to approve ASFs prior to being submitted to a Conduct Board.

22. Periodic audits of ASFs be conducted.

Finding

The Employee Management Relations Officer for NHQ advocated for dismissal of the Subject Members when her advice was solicited. Ultimately, dismissal was not sought.

Recommendations

23. Conduct authorities be instructed that advice provided to a Conduct Authority by a conduct or other advisor (e.g., Employment Management Relations Officer) be recorded on the file and when this advice is not followed in a conduct process, that the Conduct Authority also provide written justification on the file.

24. Conduct Authorities be instructed to ensure that Records of Decision address the application of measures that fall outside of the ranges set forth in the Conduct Measures Guide.

Finding

The incidents of sexual misconduct in the workplace had significant impacts on the complainants and other witnesses. For matters that are referred to a Conduct Board and may be delayed as a result of a backlog of cases waiting for adjudication, the impact on complainants and witnesses is then prolonged. Therefore, efforts should be made to prioritize cases of sexual misconduct that are referred to a Conduct Board.

Recommendations

25. The PRS develop a clear definition of what constitutes sexual misconduct.

26. The PRS implement the prioritization of sexual misconduct cases referred to a Conduct Board, in light of the impact on complainants and witnesses.

Finding

The CPC ETU was amalgamated with CBRNE Operations at TPOF in August 2015. As a result, ETU employees moved from the CPC to TPOF and were under new management. The new management was not comprehensively briefed on the previous conduct and circumstances of the ETU and its personnel.

Recommendation

27. When there is a change in management, that the outgoing Commander develop a "Transfer of Command Briefing Package" including mandated items such as HR considerations, including conduct issues and succession planning issues.

Finding

The management and staff involved in initiating and investigating the Code of Conduct allegations did so in accordance with the conduct mandate letters. Witnesses reported feeling that they were unable to provide a fulsome reporting of misconduct during the investigation processes due to the language used in the mandate letters.

Recommendation

28. The PRS examine the process by which investigations are mandated (via conduct investigation mandate letters) to ensure that mandate letters are appropriately drafted, in particular, that mandate letters related to sexual misconduct are being drafted in a comprehensive manner and addressing all the essential elements of the alleged misconduct.

Acronyms

• Agreed Statement of Facts – ASF
• Canadian Police College – CPC
• Chemical, Biological, Radiological, Nuclear and Explosives – CBRNE
• Civilian Member – CM
• Commanding Officer – CO
• Conduct Authority Representative Directorate – CARD
• Explosives Training Unit – ETU
• Member Representative Directorate – MRD
• National Early Intervention System – NEIS
• National Headquarters of the Royal Canadian Mounted Police – NHQ
• Non-commissioned officer-in-charge – NCO i/c
• Ottawa Police Service – OPS
• Process Review Team – PRT
• Professional Responsibility Officer – PRO
• Professional Responsibility Sector – PRS
• Royal Canadian Mounted Police – RCMP
• Staff Sergeant – S/Sgt.
• Technical and Protective Operations Facility – TPOF

Date de modification :

1969-12-31