Note
"National Program Evaluation Services, Royal Canadian Mounted Police"--cover.
"November 9, 2012"--cover.
Issued also in French under title: Examen comparatif entre les sexes.
Summary
The objective of the assessment was to validate whether recruitment and promotion policies are gender neutral and if their applications provide equal opportunity for female RMs. More specifically, the assessment aimed to identify whether any gender inconsistencies and/or gaps exist in the recruitment and promotional processes at both the non-commissioned officer (NCO) and commissioned officer ranks.
The information contained within this report is a snapshot of the organization at a certain point in time. It provides insight into the RCMP’s entry and advancement processes and highlights the areas where gender discrepancies exist. Further research and analysis may be needed to explore the cause and impact in each of these areas.
The assessment is national in scope and focused only on the RM category of employee. While RMs represent the largest category of employee within the RCMP (19,258 RMs), their category has the lowest female representation (20%).
Contents
1.0. Executive summary -- 2.0. Acronyms -- 2.1. Regular member ranks -- 2.2. Definitions -- 3.0. Introduction -- 3.1. Objective and scope -- 3.2. Methodology -- 3.3. Limitations -- 4.0. Policing in Canada -- 5.0. The RCMP: a unique police force -- 6.0. Factors impacting regular members careers -- 7.0. Findings -- 7.1. Recruitment -- 7.2. Depot -- 7.3. Non-commissioned officer promotional process -- 7.4. Officer Candidate Development Program -- 7.5. Commissioned officer promotional process -- 7.6. Examination of RCMP policies -- 7.7. Governance -- 8.0. Conclusion -- Appendix A. Policies -- Appendix B. Bibliography.