Horizontal Evaluation of the Family Homes On-Reserves and Matrimonial Interests or Rights Act RCMP Component Piece

October 16, 2017

Background

In collaboration with First Nation people, communities and groups, Indigenous and Northern Affairs Canada (INAC) developed legislation to address a long-standing gap regarding matrimonial real property on reserves. This legislation, called the Family Homes on Reserves and Matrimonial Interests or Rights Act (Act), received Royal Assent on June 19, 2013. The first part of the Act, the First Nation law-making mechanism, came into force on December 16, 2013.^{Footnote 1} In the absence of First Nation laws, federal laws will now apply on-reserve in order to protect spousal rights and interests in matrimonial real property during a relationship, or in the event of separation, divorce or death.^{Footnote 2} Matrimonial real property (MRP) includes the land and anything permanently attached to the land, such as the family home.

INAC, Public Safety Canada (PS) and the Royal Canadian Mounted Police (RCMP) were the three federal partners identified to support the implementation of the Act from 2013/14 to 2017/18. INAC, as the lead partner, was to provide support for the implementation of the federal legislation and provide funding to a First Nation Centre of Excellence for Matrimonial Real Property and to the National Judicial Institute to support awareness and education for legal professionals. The role of the RCMP was to develop and deliver an MRP training course and material to its Regular Members. The role of PS was to provide contribution funding to eligible recipients of the First Nations Policing Program (FNPP) to facilitate MRP awareness and provide training tools for offiicers working in communities other than those policed by the RCMP.^{Footnote 3}

As part of this initiative, the Royal Canadian Mounted Police (RCMP) committed to expending up to $2,716,952 of existing internal funding over five years to develop MRP training and educational materials for its police officers on reserves.

INAC was identified to lead a horizontal evaluation in 2016/17, in conjunction with the RCMP and PS, to assess the relevance and performance of awareness raising, training and capacity building activities provided in support of the implementation of the Act.

In accordance with the horizontal evaluation's Terms of Reference, the RCMP's National Program Evaluation Services (NPES) was responsible for completing a component piece providing neutral, evidence-based information on the extent to which the RCMP's awareness raising and training commitments were implemented, as well as on the results of those activities. This document represents the component piece that will be used to support the broader horizontal evaluation.

In terms of methodology, the RCMP, in collaboration with INAC and PS, developed evaluation questions in accordance with the 2014 Family Homes on Reserves and Matrimonial Interests or Rights Act Performance Measurement Strategy. The logic model, which depicts the three partners' expected outcomes, is provided in Appendix A. The RCMP's NPES completed a document review, consultations with four detachments, and a financial review. In addition, evaluators conducted consultations with Members in four detachments that provide policing services on-reserve to the communities that were selected by INAC for case-studies.

Horizontal Evaluation Questions and RCMP Specific Findings

Horizontal Evaluation Question 1: Is there a continued need for INAC, PS and the RCMP to provide awareness raising, training and capacity building activities to support the implementation and enforcement of the Matrimonial Real Property (MRP) Act?

RCMP Finding: There is a continued need for tools and materials to be available for RCMP Members who serve and enforce MRP-related orders on reserve.

Two parts of the Act have key provisions for law enforcement: Emergency Protection Order (EPO), and Exclusive Occupation Order (EOO). Officers are to "assist the applicant in acquiring an EPO where available (i.e. the province or territory has designated a judge to hear applications); Serve and enforce all EPOs to protect the vulnerable people and to assist them to properly apply for an EPO (with regard to reserve land and family homes, located on reserve land); Serve and enforce EOOs; and/or, investigate any violations."^{Footnote 4} To support Members in understanding the implications of the Act, the RCMP developed training in the form of an online resource guide entitled, Matrimonial Real Property On-Reserves. This guide provides Members with links to the appropriate sections of the legislation and is intended to be a job aid that allows Members to recognize the situations in which to serve and enforce MRP orders, as well as an understanding of their duties and responsibilities under the Act including operational policies and procedures.^{Footnote 5}

During consultations, one interviewee noted that it is important for Members to continuously be learning about legislation and areas that apply to them in order to foster trust within the communities they serve as often the community looks to the police for answers.^{Footnote 6} One interviewee also highlighted that although officer awareness of the Act is important, it is primarily the responsibility of community members to understand and exercise their legal rights.^{Footnote 7}

Had an officer not accessed the specific MRP resource guide, it was determined that there was no risk to community safety. In the potential absence of MRP awareness training or in absence of a community member possessing an MRP-related court order, the RCMP has and will continue to rely on existing procedures when a respondent calls for service.

As demonstrated below in diagram 1, when officers respond to a call for service, they are able to protect a person and their home regardless of whether or not the Act is in place. An Undertaking document, created by either a court or the police, places the person being charged with an offence under certain conditions including promising to stay away from certain people or places until a court decision has been made.^{Footnote 8}

RCMP Members continue to be trained in response procedures, as well as in legal and cultural reality of communities and therefore, the need for specific MRP training was determined to be an additional tool in support of officers who serve and enforce MRP-related orders on reserves.

Horizontal Evaluation Question 2: Do the awareness raising, training and capacity building activities to support the implementation of the MRP Act align with the roles, responsibilities, priorities and strategic outcomes of the RCMP?

RCMP Finding: The provision of training and awareness raising concerning on-reserve legislative changes amongst RCMP members aligns with the RCMP's roles and responsibilities, and with the strategic priority of contributing to safer and healthier Indigenous communities.

Contributing to safer and healthier Indigenous communities is one of the RCMPs five strategic priorities. To deliver on this priority, the RCMP continues to build on existing relationships and partnerships with the more than 600 Indigenous communities it serves by striving to provide culturally competent police services.^{Footnote 9} The RCMP is committed to continue building upon these relationships to encourage, sustain and foster honest and open dialogue with Indigenous partners.^{Footnote 10}

To support its Members in developing their competencies for working on reserve, the RCMP provides an array of training through the online learning platform (Agora). For example, RCMP Members can access courses such as Domestic Violence Investigations and Aboriginal and First Nations Awareness.

To this end, the development and offering of MRP training and materials for Members serving on reserve, while working to build relationships with Indigenous communities, aligns with the RCMP's overall role and responsibilities.

Horizontal Evaluation Question 3: To what extent have awareness raising, training and capacity building activities to support the implementation of the MRP Act met their intended outcomes as outlined in the 2014 Performance Measurement Strategy?

RCMP Finding: The RCMP fulfilled its commitment to develop and deliver training to increase its Members' awareness of MRP law and social issues on-reserve.

It was agreed upon by MRP partners that "based on the diverse geographic locations of Members and the content to be delivered, online learning was the most effective means of delivering initial MRP training for the RCMP."^{Footnote 11} As a result, an online MRP resource guide was developed and the course training standards approved by the RCMP's Learning and Development Unit. The guide was then made available to all RCMP Members as of June 2014.

A review of data indicated that from June 2014 to September 2016, the MRP resource guide was downloaded by 281 Members. The highest percentages of downloads came from "K" Division in Alberta, "F" Division in Saskatchewan, "E" Division in British Columbia and National Division in Ottawa, which represented approximately 77% of the total downloads. Although evaluators attempted to assess the extent to which Members were satisfied with the MRP resource guide, none of the individuals that downloaded the guide completed the optional online satisfaction survey.

In addition to providing the resource guide to its own Members, the RCMP made it available, free of charge, to other police service providers throughout Canada through the Canadian Police Knowledge Network (CPKN). A summary report on course enrollment and outcomes from the Canadian Police Knowledge Network (CPKN) indicated that as of September 9, 2016, 129 non-RCMP police officers had completed the course and 236 were enrolled in the course.^{Footnote 12}

The RCMP also engaged in additional awareness raising initiatives such as presentations on the new MRP laws with various key partners. This included a two-day workshop with RCMP Divisions, the First Nations Chiefs of Police Association (FNCPA), and the Ontario Provincial Police (OPP).

Evaluators engaged in consultations with Members in four detachments that serve on-reserve communities in order to understand the utility of the resource guide. Through these discussions, it was evident that the extent to which an individual Member or Detachment is aware of the Act and the relevant orders is aligned to the level of engagement it has with the community and in turn, the community's level of engagement in discussions around the Act. Considering that Members change postings on a regular basis, it is up to individual Members and Detachment Commanders to be current on MRP training if it applies to their policing jurisdiction.

Horizontal Evaluation Question 4. Have there been any factors (external or internal) that have impacted on the achievement of expected outcomes (positively or negatively)?

RCMP Finding: An external factor impacting an RCMP Member's ability to apply their MRP knowledge is the reality that provinces and territories have not yet appointed judges.

An external factor impacting the opportunity for RCMP Members working on-reserve to apply their MRP knowledge is the absence of designated judges under ss. 16(1), 2(1) of the Act. At present there are only two designated judges in place; one for New Brunswick and one for Prince Edward Island. The ability of Members to apply what they have learned from the resource guide, as well as the need to seek out information on the MRP laws, is dependent on whether community members have the mechanisms in place to secure the orders. However, the RCMP has not yet been called to enforce either of the two possible judge-provided MPR orders. Furthermore, as demonstrated in the following decision-making flow chart,^{Footnote 13} without the appointment of a designated judge, the Act does not apply.

*Some provinces have not yet designated judges or advised they will not designate judges to hear applications for EPO's under the Family Homes on Reserve and Matrimonial Interests or Rights Act. With respect to an EPO issued under Provincial or territorial law only, there is some constitutional doubt about provincial emergency protection enforcement touching on reserve lands/structures or occupancy rights. Policy by the federal government is under development in this area. In the interim, given the risk and immediacy of a domestic violence situation, in which a provincial Superior or other court has issued an order for police action and enforcement, the RCMP member will need to exercise his or her discretion to assess the situation and decide what action they deem necessary to be taken to protect the persons/property and preserve the peace.

Horizontal Evaluation Question 5. To what extent have awareness raising, training and capacity building activities to support the implementation of the MRP Act been conducted in an efficient and economical manner?

RCMP Finding: Within two years of receiving Royal Assent, the RCMP fulfilled its commitments while expending only 9% of the total estimated costs.

By June 2015, six months after receiving Royal Assent, the RCMP launched their online resource guide available to all RCMP Members on the internal training website, Agora. To achieve this, the RCMP committed to internally reallocating $2,716,952 of existing operating funds over five years to cover operating expenditures.^{Footnote 14} From 2013/14 to 2015/16, the RCMP expended $245,400, representing 9% of the estimated total, to staff two Full-Time Equivalents dedicated to developing the tool, and providing consultation services to RCMP Members.

It should be noted that at the time of the evaluation, one employee was performing the duties and the related technology costs to upload the resource guide and maintain the website were not tracked and therefore not included in the costing.

Although the commitment of internal funding is expected to end in 2017/18, the RCMP will continue to be responsible for the costs to maintain the online resource guide as well as having a point of contact available to address MRP related questions.

Conclusion

The RCMP fulfilled its commitments to provide its Members with access to information to support Members' awareness of MRP law and social issues on-reserve under the implementation of the Family Homes on Reserves and Matrimonial Interests or Rights Act, expending approximately 9% of the total estimated costs. There is a continued need for tools and materials to be available for RCMP Members who serve and enforce MRP related orders on reserve. However, the RCMP's ability to serve and/or enforce MRP orders is impacted by the absence of provincial and/or territorial designated judges. Finally, the provision of training and awareness raising concerning on-reserve legislative changes aligned to the RCMP's roles and responsibilities.

Appendix A: Logic Model from the 2014 Family Homes on Reserves and Matrimonial Interests or Rights Act Performance Measurement Strategy

Note: Activities Stream #3 are activities shared by Aboriginal Affairs and Northern Development Canada, the Royal Canadian Mounted Police and Public Safety Canada.

RCMP Reserve Program

The RCMP Reserve program hires retired or former police officers to fill temporary vacancies within the RCMP. The program gives reservists a chance to continue to use their skills and knowledge to serve their community.

Currently, most reservists are retired RCMP regular members. However, some divisions also accept applicants from other Canadian police agencies.

Reasons you should join

Joining our Reserve Program comes with many benefits, such as:

• earning extra income
• flexible work hours
• no long-term commitment
• your choice of assignments, shifts and work locations
• opportunities to work in other provinces and territories (including northern communities)

Minimum requirements to join

To become a reservist, you need to:

• be of good character
• be a graduate from a recognized Canadian police training institution
• have at least two years of Canadian police experience
• have successfully completed a field-coaching program
• have retired or resigned in good standing within the last three years
• meet the health requirements for operational duties
• obtain a Secret security clearance

Duties of a reservist

While on duty, reservists have the powers and responsibilities of a police officer. They help RCMP members and services across the country by:

• Temporarily filling in for operational members on leave
• Deploying during special events, seasonally, or at times of emergency

Learn more and apply

Former RCMP regular members

If you are a retired or former RCMP regular member, please contact your divisional Reserve Program Coordinator.

Applicants from other police agencies

The provinces/territories listed below recruit candidates from other police agencies. For more details on qualifications and how to apply, contact the Reserve Program coordinator in your province/territory:

• Alberta Reserve Program coordinator: rcmp.kreserve-kreserve.grc@rcmp-grc.gc.ca

Programme de la réserve de la GRC

Le Programme de la réserve de la GRC embauche des policiers à la retraite et d'anciens policiers pour doter des postes temporaires à la GRC. Il vous donne l'occasion de continuer à mettre à profit vos connaissances et vos compétences policières au service de votre communauté.

À l'heure actuelle, la plupart des réservistes sont des membres réguliers de la GRC retraités. Cependant, certaines divisions acceptent aussi la candidature des policiers d'autres services de police canadiens.

Les raisons de vous y joindre

Le Programme de la réserve offre de nombreux avantages :

• Revenu supplémentaire
• Horaire souple
• Aucun engagement à long terme
• Choix d'affectations, de quarts et de lieu de travail
• Possibilités de travailler dans d'autres provinces ou territoires (y compris les communautés du Nord)

Les exigences pour vous y joindre

Pour devenir réserviste, vous devez :

• avoir une bonne réputation;
• détenir un diplôme d'un établissement canadien de formation policière;
• compter au moins deux années d'expérience policière au Canada;
• avoir réussi un programme de formation pratique;
• avoir démissionné ou pris votre retraite honorablement dans les trois dernières années;
• satisfaire aux exigences en matière de santé pour les fonctions opérationnelles;
• avoir une cote de sécurité Secret.

Les fonctions d'un réserviste

Les réservistes en service ont les mêmes pouvoirs et responsabilités qu'un policier. Pour aider les membres et fournir des services de la GRC partout au pays, ils :

• remplacent temporairement des membres opérationnels en congé;
• sont affectés à des évènements spéciaux, de manière saisonnière ou dans des situations d'urgence.

Pour en savoir plus et postuler dès aujourd'hui

Anciens membres réguliers de la GRC

Si vous êtes un ancien membre régulier ou un membre régulier retraité de la GRC, veuillez communiquer avec le coordonnateur divisionnaire du Programme de la réserve.

Postulants d'autres services de police

Les provinces et territoires ci-dessous recrutent des candidats d'autres services de police. Pour obtenir de plus amples renseignements sur les qualifications et poser votre candidature, communiquez avec le coordonnateur du Programme de la réserve de votre province ou territoire :

• Coordonnateur du Programme de la réserve de l'Alberta : rcmp.kreserve-kreserve.grc@rcmp-grc.gc.ca

Responding to people in crisis

Police officers are often first on scene when someone is experiencing a mental health crisis. First responders need empathy, patience and awareness when responding to these situations. Crisis intervention and de-escalation skills can help reduce risk to the individual, public and first responders.

Mandatory training for crisis intervention

We've strengthened crisis intervention and de-escalation training for all of our officers. Mandatory training helps them determine when and how to use crisis intervention and de-escalation techniques. This training complements what cadets learn at the RCMP Training Academy, as well as other training offered in RCMP divisions and detachments.

Incident Management Intervention Model

RCMP officers use the Incident Management Intervention Model when interacting with the public. The Incident Management Intervention Model emphasizes communication and de-escalation.

Situations involving people in mental health crisis are complex and dynamic. Even in situations where we can use crisis intervention and de-escalation techniques, other intervention methods may still be required.

Mental health response resources

Some communities across Canada have mobile mental health support and outreach services, typically in the form of a psychiatric nurse. Mobile mental health resources aren't available in all jurisdictions. This often leaves RCMP members to deal with these calls unsupported.

Like other police agencies, we're very supportive of a collaborative approach for mental health clients, and for individuals experiencing symptoms of distress or addictions. Establishing these types of joint mental health responses depends on resources and support from provincial and municipal health services.

Our national policy states that members should consult with mental health personnel first, where:

• a joint mental health response is available
• situational factors permit

Intervenir auprès de personnes en crise

Les policiers sont souvent les premiers à intervenir auprès des personnes en détresse psychologique. Les premiers intervenants doivent faire preuve d'empathie et de patience dans ce genre de situation. En ayant des compétences en intervention et en désamorçage en situation de crise, les premiers intervenants peuvent aider à réduire les risques pour la personne en cause, le public et eux-mêmes.

Formation obligatoire en intervention en situation de crise

Nous avons renforcé la formation en intervention et désamorçage en situation de crise pour l'ensemble de nos policiers. Cette formation obligatoire aide ces derniers à déterminer le moment où il convient d'utiliser les techniques d'intervention et de désamorçage ainsi que les façons de les appliquer. Elle vient compléter la formation que suivent les cadets à l'École de la GRC et d'autres formations fournies dans les divisions et les détachements de la GRC.

Modèle d'intervention pour la gestion d'incidents

Les policiers de la GRC se servent du Modèle d'intervention pour la gestion d'incidents lorsqu'ils interagissent avec les membres du public. Ce modèle met l'accent sur la communication et le désamorçage.

Les situations impliquant des personnes en détresse psychologique sont complexes et dynamiques. Même dans les situations où l'on peut utiliser des techniques d'intervention et de désamorçage en situation de crise, il faut parfois utiliser d'autres méthodes d'intervention.

Ressources en intervention en santé mentale

Dans certaines régions du Canada, des services mobiles de soutien et de proximité en santé mentale sont offerts, habituellement par une infirmière psychiatrique. On ne trouve pas ces ressources mobiles dans toutes les régions, de sorte que les membres de la GRC doivent répondre aux demandes de service liées à la santé mentale qui ne sont pas prises en charge autrement.

Comme d'autres services de police, nous sommes en faveur d'une approche collaborative en ce qui a trait aux personnes qui sont aux prises avec des problèmes de santé mentale ou qui présentent des symptômes de détresse ou de dépendance. La mise en place d'une intervention conjointe en santé mentale dépend des ressources et du soutien des services de santé provinciaux et municipaux.

Notre politique nationale stipule que les membres devraient d'abord consulter des membres du personnel de la santé lorsque :

• une intervention conjointe en santé mentale est disponible;
• les facteurs situationnels le permettent.

Tipstaff

The RCMP Commissioner's tipstaff is a wood and metal-tipped baton, approximately three feet long, which is used as a symbol of office. In the case of the RCMP, it is a symbol of the Commissioner's office and is adorned with the rank of commissioner.

During the Change of Command ceremony, the outgoing commissioner passes the tipstaff to the incoming commissioner.

The first RCMP Commissioner's tipstaff was presented to Commissioner W.L. Higgitt, on September 3, 1970, by the Canadian Association of Chiefs of Police. It was intended as an expression of gratitude toward the RCMP and a demonstration of unity among police forces in Canada.

Today, the Commissioner's tipstaff symbolizes the solemn responsibility and authority for law enforcement borne by the Commissioner of the RCMP, and is displayed in the Commissioner's office.

History

Originally called a "tipped staff," this object dates back to 16th century England. At the time, it was carried as a practical reinforcement to the authority of a variety of law enforcement officials. Later, it came to serve much the same function as a badge of the King's authority for law enforcement.

The function of the tipstaff was gradually reduced to that of a receptacle for transporting arrest warrants and other legal processes. For this purpose, tipstaffs were constructed as hollow tubes with a tip that could be unscrewed to reveal the contents. The tipstaff has become entrenched as a symbol of traditional British and Canadian law enforcement authority.

Le bâton de commandement

Le bâton de commandement (ou tipstaff) du commissaire de la GRC mesure environ trois pieds et est fait en bois avec embouts métalliques. Il symbolise le bureau du commissaire et arbore le grade de ce dernier.

Durant la cérémonie de passation de commandement, le commissaire sortant remet le bâton de commandement au nouveau commissaire.

Le premier bâton de commandement du commissaire a été remis le 3 septembre 1970 par l'Association canadienne des chefs de police au commissaire de l'époque, M. W.L. Higgitt. Ce geste témoignait non seulement de la gratitude de l'Association envers la GRC, mais aussi de l'unité entre les services de police au Canada.

De nos jours, le bâton de commandement du commissaire symbolise la responsabilité et l'autorité du commissaire de la GRC à l'égard du maintien de l'ordre et il est exposé dans le bureau du commissaire.

Historique

L'utilisation de cet objet, appelé à l'origine tipped staff, remonte au XVIe siècle en Angleterre, où il était porté par divers responsables de l'application de la loi pour mieux affermir leur autorité. Le bâton a par la suite joué ni plus ni moins un rôle d'insigne rappelant l'autorité du roi en matière d'application de la loi.

Peu à peu, l'usage du bâton a été réduit à celui d'étui pour les mandats d'arrestation et autres procédures judiciaires. C'est pourquoi il était en forme de tube creux dont une des extrémités pouvait être dévissée. Le bâton de commandement est ainsi devenu une tradition bien ancrée des autorités d'application de la loi britanniques et canadiennes.

Le tartan

La GRC a son propre tartan depuis 1998, quand il a été créé pour commémorer le 125e anniversaire de l'organisation.

Les tartans représentent depuis longtemps des familles, des clans, des régions et des districts. Cette histoire a inspiré un groupe de membres et lui a donné l'idée de créer un tartan pour la GRC. Un comité de volontaires a commencé à y travailler au début des années 1990 et a terminé le tartan en 1998, à temps pour célébrer le 125e anniversaire de la GRC.

Le comité a choisi un tartan conçu à partir d'une œuvre d'art de Mme Violet Holmes de Burnaby (C.-B.). Le tartan a été produit en partenariat avec la Burnett's and Struth Scottish Regalia Ltd. de Barrie (Ontario) et les filatures de laine Lochcarron of Scotland.

Approuvé par le commissaire de l'époque Phillip Murray, le tartan a été officiellement enregistré auprès de la Scottish Tartans Society à Pitlochry, en Écosse, et a été présenté formellement à la GRC par son Altesse Royale la princesse Anne lors de sa visite au Canada en 1998.

Le tartan a été porté pour la première fois par un groupe de cornemuseurs et de tambours de la GRC au Royal Nova Scotia International Tattoo en juillet et août 1998.

Les couleurs riches et symboliques du tartan sont tirées de l'uniforme et de l'insigne de la Gendarmerie :

• le bleu foncé est la couleur des culottes de cheval que portent depuis toujours les membres de la GRC
• le rouge écarlate est la couleur de la tunique de la GRC connue dans le monde entier
• le jaune représente la bande qui orne les culottes de cérémonie et la casquette
• la couleur terre de Sienne vient du bison, figure centrale de l'emblème de la GRC, et représente les plaines de l'Ouest, berceau de la GRC
• le vert forêt évoque les feuilles d'érable, symbole du Canada
• le blanc vient du cordon de l'uniforme de cérémonie et représente également le lien de la GRC avec les Premières nations, pour qui cette couleur possède une signification spirituelle spéciale, car elle symbolise la force et l'endurance, qualités qui font partie de l'héritage de la GRC
• le bleu azur rappelle le fond de l'emblème ainsi que le béret porté par les membres pendant les missions de maintien de la paix des Nations Unies.

Tartan

The RCMP has had its own tartan since 1998, when it was created to commemorate the 125th anniversary of the Force.

Tartans have long been symbols of family, clan, regions and districts, a history that inspired a group of members to create a tartan for the RCMP. A volunteer committee began work in the early 1990s, finalizing the tartan in time to mark the RCMP's 125th anniversary in 1998.

The committee selected a tartan design based on artwork by Mrs. Violet Holmes, of Burnaby, B.C. The tartan was produced in partnership with Burnett's and Struth Scottish Regalia Ltd. of Barrie, Ontario, and Lochcarron of Scotland woolen mills.

Following approval by then-Commissioner Phillip Murray, the tartan was officially registered with the Scottish Tartans Society in Pitlochry, Scotland, and was formally presented to the RCMP by Her Royal Highness Princess Anne during her visit to Canada in 1998.

The tartan was worn for the first time by a band of RCMP pipers and drummers at the Nova Scotia International Tattoo in July and August 1998.

The design's rich and symbolic colours are taken from the force's uniform and badge:

• Dark blue – from the traditional breeches worn by regular members
• Scarlet – from the world-renowned red serge tunic
• Yellow – from the cavalry stripes on RCMP uniform pants and the band on the forage cap
• Sienna brown – from the bison at the centrepiece of the badge; also symbolizes Canada's western plains and the heartland of the RCMP
• Forest green – from the maple leaf, a distinctly Canadian symbol
• White – from the lanyard worn with the ceremonial uniform; also evokes the link between the Force and Canada's First Nations, for whom white symbolizes strength and endurance, traits that are part of the RCMP's legacy
• Sky blue – from the background of the badge as well as the beret worn by RCMP members serving as United Nations peacekeepers

Objets traditionnels et de cérémonie

Établie en 1873 en tant qu'organisation paramilitaire, la GRC possède une histoire et une tradition riches représentées par divers objets, dont le guidon, le bâton de commandement, le tartan, le stetson, et le bâton à exploits. Apprenez-en plus sur ces objets dans les pages suivantes.

Date de modification :

1969-12-31