Thank you, Mr. Chair.
Good afternoon, esteemed committee members. Thank you for the invitation to appear before this important parliamentary committee. I understand there is a long-standing history of engagement between this committee and the office of the ombudsman, spanning over the last 27 years.
I am joined today by my director general, Robyn Hynes.
It is truly an honour to serve as the ombudsman for the Canadian Armed Forces and the Department of National Defence. This Sunday I attended the Canadian army run in Ottawa, and I felt so proud of the defence team.
My mandate is clear. It is to contribute to substantial and long-lasting improvements to the defence community. My appointment took effect on July 2 of this year. I bring with me 28 years of experience, including 18 years as an executive in the public service of Canada. Over the years, I’ve had the privilege of advising deputy ministers as chief of staff at Public Services and Procurement Canada and at the Treasury Board of Canada Secretariat, specifically within the office of the chief human resources officer. I’ve also provided strategic and business communications advice to ministers' offices.
For the past seven years, I’ve served as an organizational ombudsman, first at Innovation, Science and Economic Development Canada, and then as mental health ombudsman at Public Services and Procurement Canada. Through these experiences, I’ve seen first-hand the growing need for psychologically safe mechanisms to address workplace concerns without fear of reprisal. That is the value proposition of any ombudsman's office, and in this case, it's to offer a trusted and confidential space where CAF members, their families, rangers, cadets, DND employees, staff of the NPF, and now, Canadian Coast Guard members can share their lived experiences.
In addition to my ombudsman experience, I hold accreditations in mediation, workplace mental health, executive leadership coaching, workplace assessments and arbitration.
My goal is clear: to ensure every constituent feels heard, and that our investigations are evidence-based, our recommendations are actionable, and our follow-up is consistent.
Since assuming this role, I’ve spent my initial months reviewing past reports, meeting with senior leadership, and listening to the defence community. This has helped shape my priorities.
First and foremost, there is visibility. Beginning in January, I plan to visit bases and wings across the country to hear directly from constituents, identify emerging issues, raise them with the appropriate authorities and develop actionable recommendations, where appropriate. Our first visits are already being planned for CFB Trenton and CFB Petawawa.
From my initial meetings and readings, I've noted several common themes and challenges impacting the defence community: delays and barriers in the recruitment process; low retention rates; lack of availability, accessibility and affordability of housing; family strain from postings and separation; staff shortages in health services, leading to inconsistent access to physical and mental health care; a fragmented transition from military to civilian life; and continued reports of harassment, racism and discrimination.
We are also paying close attention to several emerging areas that will be important to this committee in the coming months. These include, for example, the increasing reliance on the reserve force despite persistent challenges with pay, benefits and employer support; the growing role of the Canadian Rangers in northern sovereignty, while many still face equipment and support shortfalls; the impact of new compensation measures and whether they meaningfully address the financial pressures members are facing; the strain on infrastructure such as housing, medical care and training facilities, if recruitment targets are achieved without matching support; and the transition of the Canadian Coast Guard to DND, an expansion that will add approximately 7,000 employees to our constituent base.
Ombudsman offices serve as a vital check and balance, or safety valve, in how employees are treated under policies and mechanisms such as grievances and harassment complaints. Their importance has been recognized internationally, including by the United Nations, which endorsed the Venice principles in 2020 and 2024. These principles affirm independence, objectivity and transparency as global standards—and, I should say, gold standards—for ombudsman institutions, cornerstones for advancing good governance, oversight and accountability. It is within this global context that I remain keenly engaged in the review of the National Defence Act and, in particular, recommendation 103, which directly concerns the independence of our office.
In closing, I want to acknowledge the exceptional work of our Canadian Armed Forces members and their families—both at home and abroad. Their recent efforts in combatting wildfires across the country exemplify their unwavering commitment to service.
Thank you once again for the opportunity to appear before you today. I look forward to working collaboratively with this committee to advance and strengthen systems.
I would be pleased to answer any questions you may have.
