No.
I'll keep my answer in the discipline realm.
If you have an allegation of misconduct against a member presently, and the appropriate officer, which is the commanding officer of the division, is seeking dismissal—they think that's the correct sanction that ought to be imposed—it's a requirement, under the current act, that there be an adjudication board held. There are three officers. They will hear the evidence. If they find that the misconduct is established, they will then turn to what sanction they would impose.
In the instance where the board says they are not going to fire the member, the manager doesn't have an ability to appeal, and it is effectively terminated there.
If the board does dismiss, and the member appeals, it goes to the ERC. Then it would go to the commissioner, who would have the opportunity to make a decision on whether he or she agreed with the board. Or maybe if the ERC said they thought termination was too harsh, the commissioner ultimately would then have the ability to make the decision.
That's in the area of dismissal.
If you're talking about performance-related matters, there is a legislative process under the RCMP Act. Again, there is a board involved and a decision is made.
The commissioner is not directly making these decisions. These decisions are coming to him, through the final instance, to make a decision, but it really depends on which process you're in.
I wouldn't view it as a situation where the commissioner is actively going out and saying that he or she is hiring someone and then has the ability to necessarily, in all instances, terminate somebody's employment.