References: A QR&O 19.14 (Improper Comments)
B. QR&O 19.36 (Disclosure of Information or Opinion)
C. DAOD 7023-1 (Defence Ethics Program)
D. DAOD 6002-7 (Internal Use of Social Media Technologies)
E. CANFORGEN 136/06 CDS 050/06 011318Z SEP 06 (GUIDANCE ON BLOGS AND OTHER INTERNET COMMUNICATIONS - CF OPERATIONS AND ACTIVITIES
1. Social media is generally understood to be the interaction among people to create, share and exchange information and ideas in virtual communities and networks; it includes, but is not limited to, programs such as Facebook, Twitter, LinkedIn or even Blogs. The significant differences between social media and traditional forms of communication are the reach, frequency and immediacy of the communication. Social networking and internet services have become a common form of communication both in the workplace and in our private lives. Social media's popularity stems from its ability to quickly reach many people on a global scale, which is the reason why DCSM/JPSU uses social media to pass on the organization's strategic information.
2. As with most things, social media is not always associated with positive outcomes. Many government agencies and corporations now have their own social media policies resulting from inappropriate comments being posted by their employees. Companies routinely use the Internet as part of job interviews to see what has been posted by perspective employees or to find out what type of social media groups of which they are a part. There are many reports of social media being used by employees to speak disparagingly about their employers and as many reports about the eventual retribution taken by these organizations, which has resulted in personal and professional censure and, in some cases, termination of employment.
3. While neither the Canadian Armed Forces (CAF) nor this organization can, or will, dictate what forms of social media individuals may use, administration and/or disciplinary action can and will be taken for unprofessional behaviour, conduct or comments that may be associated with such use. It must be clearly understood that the inappropriate use of social media can have serious ramifications for the CAF; it can erode public trust, cause serious breeches of security and destroy team cohesion. Therefore, it is important to understand the policies, rules, regulations and standards of conduct that apply to what an individual in the CAF can post on social media sites; this includes personal sites such as Facebook. This policy provides the necessary guidance to ensure compliance with current regulations while at the same time, respecting personal freedom and rights. To help understand what appropriate or inappropriate content is the following "Dos and Don'ts" guidelines have been developed. Bear in mind, the list is not exhaustive and common sense must also prevail.
Do:
• Be aware that you are personally responsible for the content you post on your social networking sites. Remember that what you post will be public for a long time – protect your privacy.
• Ensure that your profile and the content you post reflect positively on your professional role in the CAF and JPSU.
• Be aware that your actions, posts or comments can reflect on the image of the CAF and the JPSU.
• Maintain confidentiality. Do not post protected or classified information about the Canadian Armed Forces or the JPSU.
• Be respectful of your chain of command, your supervisors, your peers and your subordinates.
• Ensure your profile and related content is consistent with how you wish to present yourself to your superiors, colleagues and Canadian citizens. Be aware that you are responsible for not only the content that you post, but also the content of your friends in which you are "tagged". This can include photos and comments which may present you or any associated activities in a negative context.
• Avoid comments or topics that may be considered objectionable or inflammatory to the CAF and the JPSU.
Don't:
• Make disparaging comments or remarks, or criticize your chain of command, your supervisors, your peers or your subordinates.
• Use or make ethnic slurs, use profanity, direct personal insults or engage in any conduct that would not be acceptable in the workplace.
• Write anything that might reflect discredit on the CAF, JPSU or any of its members.
• Write anything that might discourage others or make them dissatisfied with their conditions or their employment.
• Disclose any protected or classified information, including location destination or route of travel.
• Disclose any military information or your views on any military subject.
• Provide your opinions on any military question that is under consideration by superior authorities.
• Take part in online discussions relating to orders, regulations or instructions issued by your superiors.
4. While this document provides you with a basic outline of the CAF policies and regulations concerning proper use of social media, it is not intended to duplicate all the information contained in the references listed above, rather to reiterate them. It is each individual's responsibility to read the references and understand the CAF's policy on the use of social media.
CONCLUSION
5. While reference D, DAOD 6002-7, speaks to the policy on the Internal Use of Social Media Technologies and dictates how an individual may use social media as part of their daily work, References A through C speak to an individuals responsibilities under the Queen's Regulations and Orders (QR&O) regarding an individuals' right to divulge their personal opinion and rules pertaining to the disclosure of information. These references are based on regulations under the National Defence Act (NDA) and contravention of these orders whether while on or off duty could result in disciplinary measures.
6. Every member of JPSU is responsible for being conversant with the content of this directive and references, and should seek clarification if there is any doubt as to the content of either this directive or references.
ACKNOWLEDGEMENT BY MEMBER
7. I have read and fully understand the contents of DCSM's/JPSU's policy on social media. I have read and understand the contents of QR&Os 19.14 and 19.36.
Date: ___________________ (d/m/yr)
Members Name (print): _____________________ Signature: ______________________
Supervisors Name (print): ____________________ Signature: _______________________
-------------------------------------------
19.14 - IMPROPER COMMENTS
(1) No officer or non-commissioned member shall make remarks or pass criticism tending to bring a superior into contempt, except as may be necessary for the proper presentation of a grievance under Chapter 7 (Grievances). (15 June 2000)
(2) No officer or non-commissioned member shall do or say anything that:
1. if seen or heard by any member of the public, might reflect discredit on the Canadian Forces or on any of its members; or
2. if seen by, heard by or reported to those under him, might discourage them or render them dissatisfied with their condition or the duties on which they are employed.
(M) (29 May 2000 effective 15 June 2000)
----------------------------------
19.36 - DISCLOSURE OF INFORMATION OR OPINION
(1) For the purposes of this article, the adjective "military" shall be construed as relating not only to the Canadian Forces but also to the armed forces of any country.
(2) Subject to article 19.375 (Communications to News Agencies), no officer or non-commissioned member shall without permission obtained under article 19.37 (Permission to Communicate Information):
1. publish in any form whatever or communicate directly or indirectly or otherwise disclose to an unauthorized person official information or the contents of an unpublished or classified official document or the contents thereof;
2. use that information or document for a private purpose;
3. publish in any form whatever any military information or the member's views on any military subject to unauthorized persons;
4. deliver publicly, or record for public delivery, either directly or through the medium of radio or television, a lecture, discourse or answers to questions relating to a military subject;
5. prepare a paper or write a script on any military subject for delivery or transmission to the public;
6. publish the member's opinions on any military question that is under consideration by superior authorities;
7. take part in public in a discussion relating to orders, regulations or instructions issued by the member's superiors;
8. disclose to an unauthorized person, without the authority of the department, agency or other body concerned, any information acquired in an official capacity while seconded, attached or loaned to that department, agency or other body;
9. furnish to any person, not otherwise authorized to receive them, official reports, correspondence or other documents, or copies thereof; or
10. publish in writing or deliver any lecture, address or broadcast in any dealing with a subject of a controversial nature affecting other departments of the public service or pertaining to public policy.
(3) This article does not apply to a writing, lecture, address or broadcast confined exclusively to members of the Canadian Forces.
(M)(25 May 2000 effective 15 June 2000)
------------------------------------
CANFORGEN 136/06 CDS 050/06 011318Z SEP 06
GUIDANCE ON BLOGS AND OTHER INTERNET COMMUNICATIONS - CF OPERATIONS AND ACTIVITIES
UNCLASSIFIED
REFS: A.QR AND O 19.36, 19.37, AND 19.375
B.DAOD 2008-1, 2008-4, AND 2008-6
C.NDSP CHAPTER 30
1. RECENTLY THERE HAS BEEN CONSIDERABLE INFORMATION POSTED TO THE INTERNET DESCRIBING THE EXPERIENCES OF CF MEMBERS, PARTICULARLY THOSE DEPLOYED ON OPERATIONS. THESE POSTINGS HAVE INCLUDED COMMENTARIES ON PERSONAL WEBSITES, WEB-LOGS (BLOGS) AND E-MAILS, AND UPLOADED STILL AND VIDEO IMAGERY. THIS MATERIAL HAS BEEN POSTED BY CF MEMBERS DEPLOYED ON OPERATIONS OR IN GARRISON, FAMILIES AND ACQUAINTANCES OF CF MEMBERS, EMBEDDED JOURNALISTS AND OTHER MEDIA, AND THE GENERAL PUBLIC
2. THIS CANFORGEN IS INTENDED TO ENSURE CF MEMBERS, THE CHAIN OF COMMAND, AND SPECIALIST ADVISORS AT ALL LEVELS ARE AWARE OF THE RISKS INHERENT IN MAKING SOME TYPES OF INFORMATION OR IMAGERY AVAILABLE TO THE WIDE AUDIENCE USING THE INTERNET, AND OF THE MEASURES TO BE TAKEN TO PREVENT SUCH RISKS
3. OPERATIONAL SECURITY IS PARAMOUNT. IT IS INCUMBENT UPON ALL CF MEMBERS TO CONSIDER THE POTENTIAL FOR CREATING RISK TO THEMSELVES, THEIR FAMILIES, THEIR PEERS, AND THE MISSION BY PUBLISHING INFORMATION TO THE INTERNET. SUCH INFORMATION OR IMAGERY MAY, EITHER INDIVIDUALLY OR IN CONJUNCTION WITH OTHER INFORMATION, PROVIDE EXPERT ANALYSTS INSIGHTS INTO CF CURRENT OPERATIONS, EQUIPMENT, CAPABILITIES, TACTICS, AND INTENTIONS, OR MAY PROVIDE INFORMATION THAT PUTS PERSONNEL IN SPECIALIST ROLES OR THEIR FAMILIES AT RISK
4. CF MEMBERS ARE TO CONSULT WITH THEIR CHAIN OF COMMAND BEFORE PUBLISHING CF-RELATED INFORMATION AND IMAGERY TO THE INTERNET, REGARDLESS OF HOW INNOCUOUS THE INFORMATION MAY SEEM. THE CHAIN OF COMMAND HAS ACCESS TO EXPERT ADVISORS, SUCH AS PUBLIC AFFAIRS AND INTELLIGENCE STAFFS, WHO WILL ENSURE THAT SUCH PUBLISHED INFORMATION IS NOT ULTIMATELY PREJUDICIAL TO CF OPERATIONS AND PERSONNEL
5. CF MEMBERS ALSO HAVE A RESPONSIBILITY TO ENSURE THAT ANY INFORMATION OR IMAGERY THEY SHARE WITH A THIRD PARTY WHO MAY NOT SHARE CF OPERATIONAL SECURITY CONCERNS IS NOT OF SUCH A NATURE THAT IT COULD CREATE RISKS IF PUBLISHED
6. COLLECTION OF INFORMATION OR IMAGERY BY EMBEDDED JOURNALISTS OR OTHER MEDIA IS SUBJECT TO AGREEMENTS BETWEEN SUCH MEDIA AND THE RESPONSIBLE PUBLIC AFFAIRS STAFF, WHO WILL ENSURE THE APPROPRIATE MANAGEMENT AND RELEASE OF INFORMATION
7. IT IS NOT THE INTENT OF THE CF TO RESTRICT THE INTERNET ACCESS PROVIDED TO CF MEMBERS AS DESCRIBED IN THE REFERENCES. WITHIN GENERALLY WELL-UNDERSTOOD LIMITS, CF MEMBERS ARE ENTITLED TO COMMUNICATE WITH FRIENDS, FAMILY AND COLLEAGUES, AS ARE ALL CANADIAN CITIZENS
8. THE CF CHAIN OF COMMAND, PARTICULARLY IN A THEATRE OF OPERATIONS, HAS THE AUTHORITY TO RESTRICT ACCESS TO THE INTERNET IF IT IS DEEMED ESSENTIAL TO MAINTAINING OPERATIONAL SECURITY
9. LEGAL ADVICE ON THIS CANFORGEN IS AVAILABLE TO THE CHAIN OF COMMAND FROM THE NATIONAL SECURITY DIRECTORATE OF THE CF LEGAL ADVISOR (CFLA)
--------------------------
DAOD 6002-7, Internal Use of Social Media Technologies
Table of Contents
1. Introduction
2. Definitions
3. Overview
4. Requirements
5. Responsibilities
6. References
________________________________________
1. Introduction
Date of Issue: 2012-07-25
Application: This DAOD is a directive that applies to employees of the Department of National Defence (DND employees) and an order that applies to officers and non-commissioned members of the Canadian Forces (CF members).
Approval Authority: Assistant Deputy Minister (Information Management) (ADM(IM))
Enquiries: Director Information Management Policy and Standards (DIMPS)
Top of Page
2. Definitions
blog (blogue)
Has the same meaning as in section 9 of the Treasury Board Guideline to Acceptable Use of Internal Wikis and Blogs Within the Government of Canada.
community leads (leaders communautaires)
Has the same meaning as in section 9 of the Treasury Board Guideline to Acceptable Use of Internal Wikis and Blogs Within the Government of Canada.
internal collaboration (collaboration interne)
Has the same meaning as in section 9 of the Treasury Board Guideline to Acceptable Use of Internal Wikis and Blogs Within the Government of Canada.
social media (médias sociaux)
A set of web-based tools and services that permits participants with distinct user profiles to create, share and interact with user-generated content, including text, images, video and audio.
wiki (wiki)
Has the same meaning as in section 9 of the Treasury Board Guideline to Acceptable Use of Internal Wikis and Blogs Within the Government of Canada.
Top of Page
3. Overview
Context
3.1 The use of social media within the Government of Canada (GC) includes the use of blogs, wikis, communities of practice, fora and other collaborative technologies. These technologies are used to enhance the agility and breadth of consultation within communities of interest by providing a participative environment that permits reviewing, editing and commenting on shared content.
3.2 DND and CF communities of practice may establish internal social media sites to:
a. improve service performance and integrate service delivery;
b. achieve efficiencies in the preparation, accessibility and dissemination of information; and
c. foster interactive communications and facilitate consultation in the development and delivery of policies, programs, services and initiatives.
3.3 Treasury Board has established the Guideline to Acceptable Use of Internal Wikis and Blogs Within the Government of Canada to provide practical advice and guidance on the implementation and acceptable use of the social media technologies internal to the GC.
3.4 This DAOD is part of the DND and CF IM and IT Policy Framework and should be read in conjunction with other relevant ADM(IM) policies, instructions, directives, standards and guidance.
Objective
3.5 The objective of this DAOD is to establish the roles and responsibilities for the effective internal DND and CF use of social media technologies.
Expected Results
3.6 The expected results of this DAOD in the DND and the CF are the following:
a. increased use of internal collaborative technologies to improve decision-making processes;
b. improved efficiencies in approval processes based on a collaborative development approach; and
c. increased awareness of the legislation, policies, directives, standards and guidelines that apply to the use of internal social media technologies.
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4. Requirements
Information Management and Recordkeeping
4.1 Most social media technologies do not include recordkeeping functionality for the proper retention and disposition of information of business value. Community leads must therefore ensure that any such information is added to the appropriate recordkeeping repository, and profiled in accordance with the DAOD 6001 series.
Standards for Web Usability and Accessibility
4.2 The rules set out in the Treasury Board Standard on Web Usability and the Standard on Web Accessibility must be applied when implementing social media technologies.
Official Languages
4.3 The Treasury Board Directive on the Use of Official Languages in Electronic Communications applies to all internal social media sites. Interfaces must therefore be implemented according to language-of-work designations, but contributors may add content in either official language.
Access to Information and Privacy
4.4 All information posted to internal social media sites is subject to the provisions of the Access to Information Act and the Privacy Act. Site user agreements must inform and remind contributors of the applicability of these Acts.
Defence Ethics
4.5 While using internal social media sites, DND employees and CF members must conduct themselves professionally and ethically, and comply with DAOD 7023-1, Defence Ethics Program.
Acceptable Use
4.6 As the internal use of social media technologies requires access to the defence intranet, DND employees and CF members must comply with DAOD 6002-2, Acceptable Use of the Internet, Defence Intranet, Computers and Other Information Systems. There should be no expectation of privacy when using internal social media sites.
Communications and Public Affairs
4.7 The Assistant Deputy Minister (Public Affairs) is the functional authority for communication and public affairs programmes for DND and the CF, including the management of Internet publishing and advising on internal communications. DAOD 2008-0, Public Affairs Policy, and DAOD 2008-6, Internet Publishing, provide the operating principles required for community leads and technical administrators to implement and monitor internal social media sites.
Personal Information and Opinions
4.8 Personal information such as résumés, educational credentials, home addresses, personal identifiers and photographs should not be posted to internal social media sites. However, the Privacy Act states that certain types of personal information are excluded from the definition for purposes of use and disclosure, and therefore do not need to be protected. DND employees and CF members may choose to share this excluded information, which is detailed in paragraph 6.3 of the Guideline to Acceptable Use of Internal Wikis and Blogs Within the Government of Canada.
4.9 Personal opinions that relate to the position and functions of the individual as a DND employee or CF member that would have normally been expressed in the course of their duties may be expressed on internal social media sites. In expressing personal opinions, individuals must be respectful of other contributors and of their contributions.
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5. Responsibilities
Responsibility Table
5.1 The following table identifies the responsibilities associated with this DAOD:
The ... is or are responsible for ...
Director General Enterprise Application Services ? providing lifecycle management and technical support of internal social media technology platforms; and
? developing standards for the management of such platforms.
community leads ? informing participants of all applicable legislation, policies, directives, standards, guidelines and other requirements prior to granting access to an internal social media site;
? managing site accounts and settings for appropriate access control;
? monitoring site content for appropriateness and compliance with DAOD 2008-0, DAOD 5039-0, Official Languages, and DAOD 7023-1; and
? ensuring that information of business value is included in the approved information management repository, in accordance with the DAOD 6001 series.
DND employees and CF members ? ensuring their contributions to internal social media sites are in accordance with DAOD 2008-0, DAOD 6002-2 and DAOD 7023-1; and
? complying, prior to using internal social media sites, with any additional or specific terms set out by their internal administrators.
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6. References
Acts, Regulations, Central Agency Policies and Policy DAOD
? Access to Information Act
? Official Languages Act
? Privacy Act
? Communications Policy of the Government of Canada, Treasury Board
? Policy on Information Management, Treasury Board
? Policy on Management of Information Technology, Treasury Board
? Directive on Privacy Practices, Treasury Board
? Directive on Recordkeeping, Treasury Board
? Directive on the Use of Official Languages in Electronic Communications, Treasury Board
? Directive on the Use of Official Languages on Web Sites, Treasury Board
? Guideline for External Use of Web 2.0, Treasury Board
? Guideline to Acceptable Use of Internal Wikis and Blogs Within the Government of Canada, Treasury Board
? Standard on Web Accessibility, Treasury Board
? Standard on Web Usability, Treasury Board
? DAOD 6002-0, Information Technology
Other References
? DAOD 1001-0, Access to Information
? DAOD 1002-0, Personal Information
? DAOD 2008-0, Public Affairs Policy
? DAOD 2008-6, Internet Publishing
? DAOD 5039-0, Official Languages
? DAOD 6001-0, Information Management
? DAOD 6002-2, Acceptable Use of the Internet, Defence Intranet, Computers and Other Information Systems
? DAOD 7023-1, Defence Ethics Program
? DND and CF IM and IT Policy Framework
? DND/CF Guidelines for the External Use of Social Media
----------------------
DAOD 7023-1, Defence Ethics Program
Identification
Date of Issue 2001-06-26
Date of
Modification 2003-09-01
Application This is a directive that applies to employees of the Department of National Defence ("DND employees"), and an order that applies to officers and non-commissioned members of the Canadian Forces ("CF members").
Approval
Authority This DAOD is issued under the authority of the Chief of Review Services (CRS).
Enquiries Director Ethics Program (DEP)
Overview
General The Defence Ethics Program (DEP) provides a framework to assist DND employees and CF members in maintaining the highest ethical standards of conduct and leadership. A number of tools, supporting policies and guidelines assist DND employees and CF members in implementing the DEP and in meeting the ethical challenges they may face.
The DEP is a values-based program which considers the unique circumstances and requirements of the DND and the CF, and aims to foster the internalization of ethical principles. The values represented in the Statement of Defence Ethics are consistent with the Values and Ethics Code for the Public Service and the A-PA-005-000/AP-000, Duty with Honour: The Profession of Arms in Canada manual. A values-based approach places importance on the core ethical values and principles of the organization and uses them as a guide for professional conduct, rather than merely focusing on compliance with rules.
Statement of Defence Ethics The Statement of Defence Ethics at Annex A provides:
• an objective standard upon which to base ethical expectations; and
• guidance for ethical decision-making and conduct.
Defence Ethics Program
Objectives The objectives of the DEP are to:
• foster an ethical culture within the DND and the CF;
• establish and maintain a program framework which clearly defines the desired ethics culture, provides a clear program management structure with sufficient resources, and articulates a clear set of goals;
• define, establish and maintain, within the program framework, an effective ethics process that is relevant to the culture of the DND and the CF;
• provide a framework and context for the ongoing administration and application of policies on conflict of interest; post-employment; gifts, hospitality and other benefits; and sponsorships and donations; and
• establish mechanisms and assistance to help DND employees and CF members raise, discuss and resolve ethical issues.
Ethics Advisory
Board The Ethics Advisory Board (EAB) shall be established under the direction of CRS, and shall consist of persons appointed as ethics coordinators by each environmental chief of staff (ECS) and group principal, and others so designated by CRS.
Defence Ethics
Program Elements The DEP consists of the following elements:
• a clear communication of ethics policy, expectations and guidance;
• a clear requirement for leadership commitment, example and program participation, along with a means for assessment and management of organizational ethical risk and handling of ethics casework;
• a motivational strategy which provides for incentives, program awareness, ethics training, individual self-learning, discussion and open dialogue;
• a range of tools to assist DND employees and CF members in recognizing ethical situations and making ethical decisions;
• a safe and flexible range of options to voice concerns or express an ethical voice, that is consistent with varying ethical situations and circumstances;
• a flexible range of compliance measures to provide for prompt resolution of ethical concerns, consistent with varying situations and circumstances;
• an oversight mechanism that includes performance measurement; and
• a program improvement mechanism to enact program changes as identified and required.
Responsibilities
Responsibility Table The following table identifies the responsibilities for implementing the DEP:
The … is/are responsible for …
CRS • the development, implementation and administration of the DEP;
• chairing personally, or through an authorized representative, the EAB;
• providing overall training and awareness support to other Level 1 Advisors, as set out in the Defence Plan On-Line, and ensuring authorized ethics coordinators are trained to an established minimum standard;
• providing a center of expertise, guidance and advice on ethics and the DEP for senior management and other clients;
• reviewing the ethics implementation plans of other Level 1 Advisors to ensure that DEP requirements are incorporated, appropriate performance indicators have been established, and follow-up analysis is provided against those performance indicators;
• maintaining liaison with all significant collateral DND programs or organizations having impact on ethical issues to ensure consistency with DEP policy;
• maintaining liaison with ethics experts in other government departments, allied countries and the private sector;
• assisting, as the designated senior official, DND employees and CF members with the resolution of ethical issues; and
• advising DND employees and CF members annually about their ethical responsibilities.
other Level 1 Advisors
• implementing the DEP within their areas of responsibility;
• appointing ethics coordinators within their respective organizations;
• ensuring the maintenance of ethics implementations plans that include DEP elements and that appropriate oversight and monitoring is conducted; and
• ensuring DEP elements and ethics training are included in all applicable training programs.
Assistant Deputy Minister (Human Resources-Military) (ADM(HR-Mil))
• supporting chaplain, social work and other applicable social programs in the development and implementation of the DEP.
EAB
• overall coordination and monitoring of the DEP;
• communicating program status and issues to CRS, the Deputy Minister (DM) and Chief of the Defence Staff (CDS), as required;
• input to, and review of, DEP policy and guidance;
• identifying the need for specialized ethics tools, documents and standards;
• monitoring, reviewing, recommending and advising training institutions and applicable programs on appropriate ethics training;
• reviewing, approving and advising on the development of performance indicators; and
• identifying improvement opportunities and developing appropriate action plans.
Level 1 ethics coordinators
• providing guidance, direction and input on DEP implementation;
• providing advice to personnel within their organization on ethical issues;
• monitoring and reporting on the accomplishment of program objectives within their organization;
• working closely with public affairs officers to incorporate ethics material in internal communications, including the dissemination of information on ethics policies, issues and trends;
• ensuring the incorporation of an ethics component into business plans, training, orientation and educational programs;
• participating as members of the EAB; and
• having direct access to their respective Level 1 Advisor to provide oversight, advice and implementation support.
supervisors (within their areas of responsibility)
• ensuring adherence to ethical standards;
• providing ethics awareness and dialogue; and
• ensuring understanding of their unique ethical risks and mitigation requirements.
DND employees
• ensuring that they comply as a condition of their employment with the Values and Ethics Code for the Public Service and exemplify, in all their actions and behaviours, the values of the public service; and
• respecting and applying the principles and obligations in the Statement of Defence Ethics.
CF members
• respecting and applying the principles and obligations in the Statement of Defence Ethics.
References
Source
References
• Values and Ethics Code for the Public Service
• A-PA-005-000/AP-000, Duty with Honour: The Profession of Arms in Canada
• Statement of Defence Ethics (Annex A to this DAOD)
• DAOD 7023-0, Defence Ethics
Related
References
• Report to the Prime Minister on the Leadership and Management of the Canadian Forces, 25 March 1997
• Terms of Reference for the Defence Ethics Program, 21 December 1997
• Fundamentals of Canadian Defence Ethics
• DAOD 7021-0, Conflict of Interest and Post-Employment
• DAOD 7021-1, Conflict of Interest
• DAOD 7021-2, Post-Employment
• DAOD 7021-3, Acceptance of Gifts, Hospitality and Other Benefits
• DAOD 7021-4, Sponsorships and Donations
• Defence Plan On-Line
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