Thank you very much, Mr. Chair.
First of all, I'd like to thank this committee for its indulgence last week. Unfortunately, I was not able to attend last Wednesday, and I hope it was not too inconvenient for all to have to reschedule this for today.
Also, I would like to offer my condolences to Mrs. Shelby Kramp-Neuman on the passing of her father. Her father was a well-known and greatly respected former police officer, as well as a parliamentarian. Certainly she's in our thoughts.
I am joined this morning at the table by the deputy minister, Bill Matthews, and Major-General Erick Simoneau, chief of staff, professional conduct and culture, who can provide information on the CAF grievance system and the transformation process, which is currently under way. I'm also joined by Brigadier-General Rob Holman, who is our judge advocate general. He'll be able to provide information on the framework of the grievance process, as well as the legal relationships with various independent actors involved in the military system. Finally, I'm joined by Taylor Paxton, our corporate secretary, who is responsible for the coordination and administration of the Access to Information Act and the Privacy Act for National Defence as well as for providing advice and guidance on the application of the acts themselves.
Our military and civilian staff are guided by several core tenets: They must be politically impartial and must be transparent and accountable first and foremost to Canadians. These tenets are fundamental to our democracy, and we will always work to improve our processes to ensure that we meet our obligations. That includes how we manage access to information and the various complaint mechanisms in place for our civilian and uniformed people alike.
If I may, I will begin with access to information. During fiscal year 2022-23, National Defence received 2,241 new ATI requests. Over that same period, they closed 2,242, with 61.73% of requests closed within the legislated timelines. Last year's rates represent an increase from last year and are part of a general upward trend.
Let's be clear. The Department of National Defence needs to do better, and our team is hard at work to ensure that this, in fact, happens. Despite the fact that DND and the CAF are two large, intertwined organizations that deal with highly sensitive information and are challenged by size and complexity, there is never an excuse for failing to meet our legal requirements. I didn't come here today to offer excuses.
DND and CAF have introduced new programs and initiatives to ensure that the new rules are being met and that the departmental processes are improving overall. These include moving to a paperless process to manage ATIPs and acquiring new software to speed up the processing of ATIP requests; reinforcing the requirements for senior leaders to ensure they are committed to compliance; and improving training required for all members of the defence team on their obligations.
DND must and will improve how it responds to ATIP requests, building upon recommendations from the 2022 “Access to Information Review” report to Parliament and the Information Commissioner's 2020 special report to Parliament, which focused specifically on National Defence.
Of the 2,242 requests that I mentioned earlier, staff provided a “no records exist” response in 593 of cases, or 26%. There are several different reasons why the department may provide a nil response such as this. For example, the retention period for a document may have passed, or the information is not tracked by the department. We all recognize that access to information is a right for all Canadians, and at the introduction of Bill C-58, our ATIP processes changed further to accommodate regulations around proactive disclosure and to respect additional powers granted to the Information Commissioner.
With respect to internal complaints mechanisms, just as all Canadians have a right to obtain information about their government, our employees have the right to hold their leadership accountable through comprehensive complaint mechanisms. These include the National Defence and Canadian Armed Forces Ombudsman's office, the CAF grievance process and the Military Police Complaints Commission of Canada. Similarly, CAF members can choose to submit sexual misconduct complaints through their chain of command or independently. Depending on the circumstances, this may include through the police of jurisdiction or the Canadian Human Rights Commission.
No matter which mechanism members are engaged with, they must know that their complaints will be taken seriously, that investigations will take place free of political influence and that their privacy rights will be respected at all times. For most matters, CAF members can personally make grievances to a commanding officer or designate, which is the initial authority. If they are not satisfied with the decision of the initial authority, they can then ask the chief of the defence staff or a delegate to reconsider their grievance as the final authority. At this point, the Military Grievances External Review Committee will often provide recommendations to assist the CDS in making the final decision.
Members of the defence team can also contact the National Defence and Canadian Armed Forces Ombudsman if they feel they have been treated unfairly and if they are looking for information or are uncertain about how to deal with an issue. The ombudsman's office forwards their findings to the appropriate DND or CAF authority.
The Military Police Complaints Commission of Canada is another oversight agency that operates at arm's length from the Government of Canada. The commission reviews and investigates complaints concerning military police conduct and investigates allegations of interference in military police investigations.
Each of these organizations comprises dedicated, hard-working officials committed to keeping our institutions accountable. It's critical that no interference from the government or senior leadership occur in these investigations.
Mr. Chair and committee members, we are working hard to improve our processes, while ensuring that these organizations remain at arm's length from senior leadership, including the implementation of CAF-wide grievance transformation efforts. We know we have work to do. We welcome any insights into this work and any proposed recommendations that may come from your review.
Thank you very much. I'll now happily answer your questions.