Canada Police Hierarchy

The Canada Police Hierarchy is organized under the authority of RCMP act. RCMP stands for
Royal Canadian Mounted Police. The whole Canadian Police organization is headed by the
Commissioner. The Commissioner is directed by the Public Safety Minister of Canada. The
Commissioner controls and manages the whole Police force and all the matters connected with the
force. The Canadian Police is unique in the world as a federal, municipal and provincial policing
body. As the National police force of Canada, the Royal Canadian Mounted Police is responsible for
enforcing the federal laws throughout Canada.
d. Leadership
Changes made to the reporting structure for senior executives have ensured that the
Commanding Officers of divisions report directly to the Commissioner, rather than
through regional Deputy Commissioners. This development has ensured that divisional
needs are efficiently communicated to the highest level as they arise, without having to
go through unnecessary bureaucratic layers. Each RCMP division has unique
challenges, and it is important that they are given an equal voice in pursuit of
developing solutions.
In late 2016 and early 2017, two new executive-level positions were added to lead our
continued efforts to address misconduct in the workplace through the encouragement of
a more inclusive workforce and improved conduct processes. A new Workforce Culture
and Employee Engagement unit has been created, led by a senior officer. This unit is
helping the RCMP to adopt new and innovative approaches to analysis and promote
gender equality and cultural change, with the aim of increasing female, minority, and
Indigenous representation in the RCMP, in line with larger Government of Canada
priorities, and promoting the positive accomplishments of all employees.
A new Chief Conduct Adjudicator has also recently been named, and will have the
responsibility of maintaining and enforcing the effective and timely adjudication of formal
conduct matters. This new role will complement recent changes made to the RCMP's
conduct processes.

Decision Making
Parallel to fulfilling its EE obligations, the RCMP has made continuous efforts to address
gaps in our grievance and discipline processes, and in how we handled harassment and
conduct complaints.
A joint Human Resources (HR)-Professional Responsibility Sector (PRS) working group
has met regularly since 2016 to examine integration and alignment between the two
groups, and allow for more efficient and coordinated delivery of their responsibilities as
they pertain to conduct and human resources matters. This group has supported
several parallel policy changes that have been or soon will be completed.
Since the coming into force of the revised RCMP Act in November 2014, the RCMP
conduct process has seen significant changes to hearings and the role of the conduct
board. Under the former process, adjudication boards were sometimes presented with
an agreed statement of facts (ASFs) without also being provided with details of the
investigation or the extent of the available evidence much like judges in courtrooms.
However, in the cases outlined in the Report on Allegations of Harassment and Sexual
Misconduct at the RCMP's Canadian Police College Explosives Training Unit (CPC
Report), published in July 2016, it was concluded that the ASFs led to a "watering
down" of the facts, which contributed to weak responses to the transgressions. The new
conduct process furnishes the conduct board with extensive knowledge of the
circumstances of the case, including the complete investigation report and all supporting
materials, effectively eliminating any need for practical or tactical application of the ASF.
For this reason, ASFs will no longer be used in conduct proceedings. Instead, conduct
boards are now required to issue a "Determination of Established Facts" and direct the
parties to address any remaining relevant inconsistencies or disputed facts during the
conduct hearing.
To further underscore a culture of openness, the RCMP has also determined that future
decisions taken by Conduct Boards on employee misconduct will be made publicly
available. Negotiations with a service provider who will host the information online have
been completed, and the procurement process will launch imminently. Existing Conduct
Board decisions are being translated for public release, and necessary technical,
security, and official languages requirements for future cases are being finalized.
Legislation alone is not enough to develop changes to culture that will benefit the
RCMP. The organization has also re-examined the workplace programs offered to
provide employees with an inclusive workplace that respects its people and gives them
a sense of belonging and an understanding of their contributions to the RCMP's
mandate. The RCMP is proud of the support it provides to all employees, be they RMs,
CMs, or public servants.