On November 23, 2023 the Local Government RCMP Contract Management Committee (LGCMC) met with provincial government and BC RCMP representatives to discuss issues related to the Municipal Police Unit Agreements, including items raised at the national Contract Management Committee (CMC). Key issues discussed at the meeting are:
- CMC Communication with Local Governments,
- CMC Roundtable Summary,
- Pension Panel Contributions,
- Assessment of Contract Policing,
- Collective Bargaining Update,
- Mass Casualty Commission Final Report,
- RCMP Recruitment and Vacancies,
- Body Worn Cameras,
- Surrey Transition and Police Act Amendments,
- Divisional Administration Overview,
- Major Events & Operational Issues,
- Cybercrime Update, and
- Security Clearance for Support Staff
CMC Communication with Local Governments
Committee members discussed communication between CMC and local governments. In seeking to improve communication with RCMP contract partners, Public Safety Canada has begun sharing the Records of Discussion from national CMC meetings with local government representatives to share with local government contract partners. LGCMC members agreed that relevant information from CMC meetings and associated Records of Discussion would be summarized through The Compass.
Any BC local governments receiving RCMP policing services that wish to receive more comprehensive information regarding CMC discussion items may email Bhar Sihota, UBCM Senior Policy Analyst, to request a copy of the national Contract Management Committee’s Records of Discussion.
CMC Roundtable Summary
It was noted that the most recent CMC meeting was held in Ottawa on November 14, 2023. Provinces, territories and local governments raised a number of contract policing priorities, including:
- Concerns with vacancies and recruitment;
- Cost containment considerations to address the increasing cost of policing;
- The importance of consultation when decisions are made that impact cost and service delivery; and,
- The need to improve accountability, consultation and cost containment as part of bridging the gap between those providing the service and those paying for it.
The RCMP National Headquarters representatives discussed increasing their consultation with CMC, on-going work to standardize the Multi-Year Financial Plans across jurisdictions, the roll out of operational initiatives and Indigenous recruitment initiatives.
Public Safety Canada provided an update on the Management Advisory Board for the RCMP, including staffing updates and the Board’s priorities (e.g., contract policing, recruitment, vacancies).
Pension Panel Contributions
In accordance with the Police Service Agreements, provinces, territories, and municipalities that contract with Canada to have the RCMP serve as the provincial and/or municipal police service of jurisdiction are required to reimburse the federal government for the employer’s portion of the RCMP pension contribution. The pension contributions are at a rate recommended by the Pension Panel at the applicable cost share (i.e., 70/30 or 90/10).
The Pension Panel consists of three members: a provincial-territorial appointed member, a federally appointed member, and a chairperson appointed by the first two panel members. The Panel makes its evaluation, analysis, and recommendations based on a report on RCMP Member Pension prepared by the Office of the Chief Actuary and is signed off by the Office of the Superintendent of Financial Institutions and includes two main components in the rate: current service cost and the shareable surplus (or deficit) adjustment.
The Pension Panel that reviews the employer’s contribution to the RCMP pension plan released its 12th Pension Panel Report in October 2023, recommending an employer’s contribution rate to RCMP Member Pension of 20.13%, effective April 1, 2024 for three years. This rate represents a 0.69% increase from the previous contribution rate of 19.44%, which went into effect April 1, 2021. While this rate represents a slight increase over the current rate, it is lower than the previous rate for 2015-2018 (22.70%) and 2014-2015 (20.23%).
All contract partners, including municipalities, are responsible for reimbursing pension contributions at the applicable cost share. For municipalities in BC, this obligation is pursuant to Article 11.2 of the Municipal Police Unit Agreement.
The recommended rate of 20.13% will be implemented effective April 1, 2024.
Assessment of Contract Policing
Following summer meetings with RCMP contract partners, including the Province and LGCMC, Public Safety Canada is working to finalize a draft ‘What We Heard’ report. Public Safety Canada anticipates the Report will be made public by late winter/early spring 2024.
Some of the themes from these meetings, as noted by Public Safety Canada, included a desire for greater jurisdictional control and oversight of policing, flexible and tiered policing models, the need for improved communication, and improvements to CMC.
Contract partners, including members of CMC and LGCMC, continue to seek certainty regarding the future of contract policing and whether Canada intends to negotiate a new contract for 2032. Public Safety Canada indicated that at this time they have not received specific direction with respect to the future of contract policing.
Collective Bargaining Update
RCMP E Division representatives provided an update on RCMP collective bargaining. After a number of negotiation sessions throughout 2023, Treasury Board of Canada Secretariat (TBS) and the National Police Federation continue to negotiate the second RCMP Collective Agreement. The current indication from the RCMP is that it could take upwards of nine to 18 months to finalize an agreement.
RCMP representatives noted that the planning rate previously communicated through the Multi-Year Financial Plans still stands. However, contract partners may also wish to look at other recently concluded collective agreements as part of their financial planning processes. Through the national CMC, TBS has emphasized that the financial impact will be less than the costs associated with the first RCMP Collective Agreement.
It was acknowledged that communication was poor following the ratification of the first Collective Agreement, and that improvements will be sought during the current round of collective bargaining.
Mass Casualty Commission Final Report
An update was provided on the RCMP’s work in response to the Mass Casualty Commission final report. In BC, E Division has already implemented an Emergency Response Team, Critical Incident Program, and is using the gold/silver/bronze command structure. E Division representatives noted that more work will be done within the Division and nationally, in response to the final report’s recommendations.
RCMP Recruitment and Vacancies
E Division shared an update on recruitment and vacancies. A decision has been made to focus on recruitment within the Division as opposed to the national level. This work includes implementation of the national Flexible Posting Agreement policy, which allows a recruit to request deployment to their home division following completion of the training program.
This year, E Division is expecting to receive 40% of cadets from Depot Division, aided in part by the Flexible Posting Agreement policy. In total, BC is expected to receive upwards of 400 cadets in the coming year. BC is also expected to receive another 100 experienced police officers.
There are a number of solutions being employed to manage soft vacancies, including working proactively with off duty sick Members to determine a plan, cataloging psychological injuries, making psychological care available virtually, and piloting a sleep quality smartphone app.
As a result of these measures, the RCMP is projecting that attrition will be lower than intake this year, which will help reduce the vacancy rate across BC. E Division is also projecting that in 18-24 months it will be able to meet growth.
Despite this outlook, contract partners continue to raise concerns at the national CMC, that the RCMP is unable to meet growth and attrition at a national level.
Body Worn Cameras
RCMP E Division representatives provided an update on the Body Worn Camera initiative. The vendor initially selected did not meet the RCMP’s requirements, and as such the RCMP has moved on to the second ranked vendor in the procurement process. It is expected that a new field test will begin in early 2024. The estimated cost for the cameras, including the Digital Evidence Management System and support, remains $3,000 for each officer that receives a camera, at the cost-sharing rate (e.g., 70-30, 90-10).
LGCMC members noted that the federal funding for Body Worn Cameras will end in 2024. Local governments are currently seeking information regarding where the $238.5 million in federal funding initially allocated for this initiative was spent.
Surrey Transition and Police Act Amendments
Provincial representatives provided an update on the Surrey Policing Transition. On July 19, 2023, the Minister of Public Safety and Solicitor General directed the City to continue its transition in order to maintain adequate and effective policing in Surrey and across the province. As part of this decision, the Minister appointed a Strategic Implementation Advisory to guide this work, act as an advisor, and assist in resolving issues that arise.
The Province followed this decision by making amendments to the Police Act that address local government police model transitions. Among the amendments introduced by the Province are provisions that require Surrey to continue its transition to the Surrey Police Service. The Province will also have the authority to suspend the Surrey Police Board, which it has done on a temporary basis, appointing Mike Seer as the administrator.
The City of Surrey has followed this decision by petitioning the Supreme Court of B.C. to challenge the Minister’s jurisdiction, as well as the legislative amendments.
The LGCMC local government co-chair reiterated that UBCM has taken a consistent position throughout this process, which is to support local autonomy with respect to a local government’s ability to provide for policing and law enforcement within its boundaries.
Divisional Administration Overview
RCMP E Division representatives presented an overview of Divisional Administration costs. With respect to impacts related to the Surrey Policing Transition, RCMP E Division and RCMP National Headquarters previously presented a range of impacts between two and seven percent to the Province and Public Safety Canada. This range is dependent on how many Members leave E Division. The Province also noted that this calculation is outdated and needs to be revisited.
Provincial representatives also noted that it is the Province’s expectation that the RCMP keep all officers in BC, and if that occurs, there will be no increase to Divisional Administration costs resulting from the Surrey police model transition. During the summer, the Province met with UBCM to discuss its request for more information regarding impacts associated with the Surrey police model transition. The Province agreed to update the LGCMC and UBCM as more information is available.
The total impact was also clarified by the RCMP, who noted that the current Divisional Administration rate is $42,500 per RCMP Member.
Major Events & Operational Issues
RCMP E Division provided an update on major events and operational issues that have an impact on local governments, including:
- Gang violence and firearms seizures;
- Wildfire response;
- Indigenous policing; and,
- Resource protests.
Cybercrime Update
E Division representatives provided an update on cybercrime. The National Cybercrime Coordination Centre is working on the development of a national model that is not yet operational in divisions. In BC, E Division is working on a ‘made in BC’ solution to address cybercrime issues that fall outside the mandate of federal policing.
Further updates on work at provincial and national levels are expected in 2024.
Security Clearance for Support Staff
This issue was suggested by a UBCM member, expressing concern with the current time period for obtaining security clearances for support staff. E Division representatives provided an update on their work to address these issues, noting an internal review that was undertaken, which found that mistakes in completing form were resulting in delays. As a result, E Division has launched a pilot project to assist individuals with completing their applications.
While the target timeline for screening is approximately 12 weeks, the RCMP’s intent is to continue working to decrease this timeline. Furthermore, if a priority is identified, the RCMP are able to triage an application at the divisional level. This has been done in many communities.