Hope for the future of our Outrage Culture!
Disney has re-hired James Gunn to direct GOTG 3. Only complication is, in the 6+ months since he was fired, he signed on to direct the Suicide Squad sequel. So Marvel will have to wait for that to finish, and GOTG 3 may take quite a while to come out.
But more importantly, in the wake of the slaughterfest of the last two or three years, perhaps redemption is now being allowed again.


Initial instincts about a site can often be bad, or good, depending on the content and execution of the site. When I first came across soiledmypants I thought, "cute." It's a nice little design, with a picture of the author, I'm assuming, in the header.
The blog is a little confusing, but it doesn't take too long to figure things out. If you visit the "vintage" link you'll find a listing of all the archives for this blog. The blog itself, going back to the beginnings, looks as though it was started on another site. This particular version of the site was a continuation of something that once existed before. Where any of those writings are I'll never know, but you first get introduced to the author in a very humorous light. The entries focus mainly on the daily thoughts of the author. They're filled with lots of emotion about experiences. One of the most entertaining entries I read was about her trip to Los Angeles. It brought back a lot of my own memories of living there, and it was a pleasure to read.
The entries focus mainly on the ongoing struggles and successes of this author's life. They're well written considering she's not English or American. There are a few typo's but they're easily overlooked when reading more of the entries. This blog is quite an entertaining read, however if you're not interested in acting or improv then you might want to avoid some of the more recent entries that talk mainly of these things. This blog seems to be a means of self-discovery for the author, and I applaud her for doing just that.
There's a short bio of the author on this blog. There are also places to view the art, and acting, however when I tried to view these pages they wouldn't load. There are loads of external links to blogs this author reads. You can comment on recent entries, but because of comment hosting with yaccs, the older entries are archived.


One of Norway's major ferry firms, Fjord1, claims that one of its vessels was nearly rammed by one of the Norwegian Navy's corvettes at high speed last November. Fjord1 has objected to how Navy officials allegedly downplayed the incident afterwards.
Fjord1 has sent a report to the Norwegian Maritime Authority (Sjøfartsdirektoratet), claiming that the "near-miss" endangered lives and could have resulted in "great material damage." State broadcaster NRK reported Tuesday that it occurred near Smøla in Nordmøre on November 2, just six days before the Navy was involved in another serious accident at sea when its frigate KNM Helge Ingstad collided with a fully laden tanker while returning to Bergen just after NATO's huge military exercise Trident Juncture ended.
NRK reported that the crew on board Fjord1's ferry MF Edøyfjord had 25 passengers on board when it spotted the coastal corvette KNM Steil heading straight for it at a speed of around 20 knots. The ferry's crew sounded a full collision alarm.
The collision was narrowly avoided after a quick maneuver by the corvette, which passed the ferry by less than 30 meters, according to Fjord1's report to the maritime authorities.
When NRK initially reported on the incident in January, the Navy offered a completely different account. Naval officials presented a GPS-based map that it claims put the distance between the two vessels at 150 meters when they passed one another.
Now Fjord1 has sent radar pictures from the ferry's maritime chart machine, which it claims strengthens its version of events. The Navy continues to claim its crew reduced the speed of the corvette about two minutes before it would have crashed into the ferry. The ferry firm claimed in its report that neither the corvette's speed nor course changed until just 21 seconds before a collision would have occurred.
Deon Mortensen, safety director at Fjord1, does not, however, want to get into a public debate with the Navy over the incident and told NRK on Tuesday that it was "finished with this case." He wouldn't comment on the Navy's claims, why the company sent new information to the maritime authorities or what they believe the new radar pictures show.


Salt Lake City: University of Utah Library, 1973-1995. First Editions. 14 volume set. 346,93,92,149,82,118,148,111,231,105,227,190,164,183pp. Octavos (varying sizes). Thirteen bound in full cloth. Owner's bookplate on the front pastedowns. All volumes Near fine in like jackets.
[New York]: . 33pp. Octavo [20.5 cm] Side sewn but previously bound. Lacks wrapper and the pages have manuscript renumbering at the head (pp. 489-522). Otherwise very good. Uncommon pro-polygamy work that was penned after the Reynolds decision, and before the raids that would make fugitives of many. Flake/Draper 6835.
New York: League for Social Service, . Series D. Anti-Mormon leaflets. No. 5. 14pp. Sextodecimo [14 cm] Side stapled. A handful of small pin prick to the head of the text block, otherwise very good. Anti-Mormon work from the then influential Protestant leader. Flake/Draper 8521.
New York: Thomas Y. Crowell Company, 1976. First Edition. 371pp. Octavo [23.5 cm] Gray cloth with the title stamped in black on the backstrip. Very good/Near fine. Jacket is price clipped. Well received work on the bloodbath in Southern Utah that occurred in 1857.


Instagram has had a few updates recently and their next one is due to help out the businesses that use their service. Not only will they be able to create a profile with contact buttons and maps, but they'll also have improved analytics with a lot more detail.
The business profiles were introduced to a few users earlier this month and they're basically the Instagram equivalent to a Facebook business page. The pages mostly look like a personal Instagram page so you won't need to learn to navigate something new but they also have a little white contact button. If you tap on that you can email the business or find directions to the business. Both of these aspects are useful as they allow Instagram users to pick up more business generally, especially if the business can only accept inquiries by email. The directions are also practical for smaller local businesses who need to pick up more customers. Not all users can access the business profiles yet, but they are being rolled out slowly.
Now we have more information on the analytics improvements that Instagram have been making. The analytics are known as Insights and look into two separate sections. The follower demographics insight looks into user demographics including things like user age and location through graphs. This could be helpful when it comes to businesses posting content as they can aim it at users of a particular age range or from a particular area. In addition to this, they also allow you to see how many followers you gain on an hourly or daily basis, which could be useful for working out which of your posts work best.
The post analytics section will show you the reactions to individual posts. This includes things like impressions, clicks through and basically everything you expect to see on the analytics of a business. There is also a follower activity section that will allow businesses to see when their followers are mostly online so they know when to post.
This isn't everything that Instagram has improved for business but it's most of it. Analytics public launch is expected to be in a few months and I expect the business pages will be released to the entire public around the same time.


Join us this Easter as we celebrate the death, burial and resurrection of our Lord and Savior, Jesus Christ. Pastor Dan will share a message entitled Alive Forevermore. Invite your family and friends to celebrate in the life-changing power of the resurrection.
We offer three service times. Infant through preschool care will be provided.


text:
Which candidate for governor do you trust to do a better job on abortion (October 2022)
Respondents were asked, "Which candidate for governor, [RANDOMIZE "Greg Abbott", "Beto O'Rourke] Greg Abbott or Beto O'Rourke, do you trust to do a better job on abortion?". Likely voters were defined as those respondents who indicated that they have voted in every election in the past 2-3 years in response to Q2; or those respondents who rated their likelihood to vote in the November eletions on a 10-point scale as a 9 or a 10 in response to Q3B.
Greg Abbott 44%
Beto O'Rourke 44%
Neither 8%
Don't know/No opinion 4%
Respondents were asked, "Which candidate for governor, [RANDOMIZE "Greg Abbott", "Beto O'Rourke] Greg Abbott or Beto O'Rourke, do you trust to do a better job on abortion?" Measurement of Party ID for this figure is based on two questions. First, respondents were asked whether they consider themselves to be a Democrats, Republicans, independents, other, or not sure. Those who responded that they are independents or "other" were then asked if they lean toward either the Democrats or Republicans. If they indicated that they lean toward one party or the other, they are considered Democrats or Republicans for the purposes of this figure. Only "pure" independents or members of a third party who indicate that they have no preference for Democrats vis-a-vis Republicans are considered independents. Respondents who answered that they are "not sure" for either of the two aforementioned questions are not incorporated into this figure.. Likely voters were defined as those respondents who indicated that they have voted in every election in the past 2-3 years in response to Q2; or those respondents who rated their likelihood to vote in the November eletions on a 10-point scale as a 9 or a 10 in response to Q3B.
Greg Abbott 4% 40% 78%
Beto O'Rourke 91% 34% 8%
Neither 3% 19% 10%
Don't know/No opinion 2% 8% 4%
Respondents were asked, "Which candidate for governor, [RANDOMIZE "Greg Abbott", "Beto O'Rourke] Greg Abbott or Beto O'Rourke, do you trust to do a better job on abortion?" Party identification is calculated according to the PID7 variable, a seven point scale of party identification.. Likely voters were defined as those respondents who indicated that they have voted in every election in the past 2-3 years in response to Q2; or those respondents who rated their likelihood to vote in the November eletions on a 10-point scale as a 9 or a 10 in response to Q3B.
Lean Democrat
Not very strong Democrat
Strong Democrat
Greg Abbott 3% 9% 2%
Beto O'Rourke 92% 81% 94%
Neither 3% 9% 2%
Lean Republican
Not very strong Republican
Strong Republican
Greg Abbott 70% 61% 84%
Neither 10% 26% 6%
Respondents were asked, "Which candidate for governor, [RANDOMIZE "Greg Abbott", "Beto O'Rourke] Greg Abbott or Beto O'Rourke, do you trust to do a better job on abortion?" Ideology is measured on a scale of 1-7, with 1 corresponding to "extremely liberal", 7 corresponding to "extremely conservative, and 4 corresponding to "in the middle." For the purposes of this table, respondents who placed themselves at or between points 1 and 3 on the scale are considered "liberal," respondents who placed themselves at point 4 on the scale are considered "moderate," and respondents who placed themselves at or between points 5 and 7 on the scale are considered conservative.. Likely voters were defined as those respondents who indicated that they have voted in every election in the past 2-3 years in response to Q2; or those respondents who rated their likelihood to vote in the November eletions on a 10-point scale as a 9 or a 10 in response to Q3B.
Moderates
Neither 3% 12% 9%
Lean liberal
Somewhat liberal
Extremely liberal
Lean conservative
Somewhat conservative
Extremely conservative
Respondents were asked, "Which candidate for governor, [RANDOMIZE "Greg Abbott", "Beto O'Rourke] Greg Abbott or Beto O'Rourke, do you trust to do a better job on abortion?" Race is calculated according to the race variable.. Likely voters were defined as those respondents who indicated that they have voted in every election in the past 2-3 years in response to Q2; or those respondents who rated their likelihood to vote in the November eletions on a 10-point scale as a 9 or a 10 in response to Q3B.
Greg Abbott 52% 9% 38%
Respondents were asked, "Which candidate for governor, [RANDOMIZE "Greg Abbott", "Beto O'Rourke] Greg Abbott or Beto O'Rourke, do you trust to do a better job on abortion?" Gender is calculated according to the GENDER variable.. Likely voters were defined as those respondents who indicated that they have voted in every election in the past 2-3 years in response to Q2; or those respondents who rated their likelihood to vote in the November eletions on a 10-point scale as a 9 or a 10 in response to Q3B.
Greg Abbott 46% 42%
Beto O'Rourke 41% 47%
Neither 9% 8%
Don't know/No opinion 4% 3%
Respondents were asked, "Which candidate for governor, [RANDOMIZE "Greg Abbott", "Beto O'Rourke] Greg Abbott or Beto O'Rourke, do you trust to do a better job on abortion?" Community type is based on the following question, " Would you say that you live in an urban, suburban, or rural community?". Likely voters were defined as those respondents who indicated that they have voted in every election in the past 2-3 years in response to Q2; or those respondents who rated their likelihood to vote in the November eletions on a 10-point scale as a 9 or a 10 in response to Q3B.
Respondents were asked, "Which candidate for governor, [RANDOMIZE "Greg Abbott", "Beto O'Rourke] Greg Abbott or Beto O'Rourke, do you trust to do a better job on abortion?" Age is calculated according to the AGEG variable.. Likely voters were defined as those respondents who indicated that they have voted in every election in the past 2-3 years in response to Q2; or those respondents who rated their likelihood to vote in the November eletions on a 10-point scale as a 9 or a 10 in response to Q3B.
Greg Abbott 31% 34% 49% 50%
Beto O'Rourke 56% 50% 40% 40%
Neither 7% 11% 7% 7%
Don't know/No opinion 5% 5% 4% 3%
Respondents were asked, "Which candidate for governor, [RANDOMIZE "Greg Abbott", "Beto O'Rourke] Greg Abbott or Beto O'Rourke, do you trust to do a better job on abortion?" Education is calculated according to the EDUC variable.. Likely voters were defined as those respondents who indicated that they have voted in every election in the past 2-3 years in response to Q2; or those respondents who rated their likelihood to vote in the November eletions on a 10-point scale as a 9 or a 10 in response to Q3B.
No HS
Post-grad
Greg Abbott 57% 43% 48% 44% 44% 35%
Beto O'Rourke 28% 40% 38% 48% 49% 52%
Neither 13% 11% 10% 2% 5% 9%
Don't know/No opinion 3% 6% 4% 5% 2% 3%
Respondents were asked, "Which candidate for governor, [RANDOMIZE "Greg Abbott", "Beto O'Rourke] Greg Abbott or Beto O'Rourke, do you trust to do a better job on abortion?" Religiosity is calculated according to the IMPORT variable.. Likely voters were defined as those respondents who indicated that they have voted in every election in the past 2-3 years in response to Q2; or those respondents who rated their likelihood to vote in the November eletions on a 10-point scale as a 9 or a 10 in response to Q3B.
Not very important
Neither 5% 9% 15% 10%
Respondents were asked, "Which candidate for governor, [RANDOMIZE "Greg Abbott", "Beto O'Rourke] Greg Abbott or Beto O'Rourke, do you trust to do a better job on abortion?" Fundamentalism is calculated according to the LITERAL variable.. Likely voters were defined as those respondents who indicated that they have voted in every election in the past 2-3 years in response to Q2; or those respondents who rated their likelihood to vote in the November eletions on a 10-point scale as a 9 or a 10 in response to Q3B.
The Bible is the actual word of God and is to be taken literally, word for word.
The Bible is the word of God but not everything in it should be taken literally, word for word.
The Bible is a book written by men and is not the word of God.
Don't know.
Neither 5% 7% 8% 39%
Party ID
Democratic Identification
Republican Identification
Latest Poll News
August 2022 University of Texas/Texas Politics Project Poll
The August 2022 University of Texas / Texas Politics Project poll has just been released, including extensive questioning on the 2022 elections, abortion, immigration, gun violence and much much more.
State on the Wrong Track
For only the second time in UT polling, but the second time in less than a year, a majority of Texas voters say that the state is on the wrong track.
Inflation on Texans' minds
More than half of Texans think the state is on the wrong track, while border security and immigration continue to loom large, especially among Texas Republicans.
June 2021 University of Texas/Texas Tribune Poll
The latest University of Texas/Texas Tribune poll has been released in full. Check out the latest poll page to explore results related to the 87th legislative session, the coronavirus pandemic, assessments of state leaders, and more.
March 2021 Texas Politics Project/UT Energy Institute Poll
The Texas Politics Project just released the results of a March poll developed in conjunction with a team of researchers at the UT Energy Institute that asked dozens of questions about Texans' experience during the winter storm, their attitudes toward causes and consequences of the storm, their views of, and expectations about, possible policy responses, and their views of how a wide range of actors from their neighbors and utility providers to state political leaders, regulatory bodies, and corporate actors.
Evaluation of Business Response to Abortion Access (December 2022)
Greg Abbott Job Approval: Abortion Access (October 2022)
Vote Enthusiasm (October 2022)
Should Abortion Laws be More or Less Strict? (October 2022)
2022 Election Problems: People voting who are not eligible (October 2022)
2022 Election Problems: People voting multiple times (October 2022)
2022 Election Problems: Votes being counted accurately (October 2022)
2022 Election Problems: Eligible voters being prevented from voting (October 2022)
2022 Election Problems: Misinformation spread on social media (October 2022)
2022 Election Problems: Timely reporting of election results (October 2022)
2022 Election Problems: Administration of the election by local officials (October 2022)
2022 Election Problems: Misconduct committed by partisan poll watchers (October 2022)
Donald Trump Favorability Among Likely Voters (October 2022)
Greg Abbott Favorability Among Likely Voters (October 2022)
Beto O'Rourke Favorability Among Likely Voters (October 2022)
Dan Patrick Favorability Among Likely Voters (October 2022)
Mike Collier Favorability Among Likely Voters (October 2022)
Ken Paxton Favorability Among Likely Voters (October 2022)
Rochelle Garza Favorability Among Likely Voters (October 2022)
Sid Miller Favorability Among Likely Voters (October 2022)
Susan Hays Favorability Among Likely Voters (October 2022)
Dawn Buckingham Favorability Among Likely Voters (October 2022)
Jay Kleberg Favorability Among Likely Voters (October 2022)
Glenn Hegar Favorability Among Likely Voters (October 2022)
Janet Dudding Favorability Among Likely Voters (October 2022)
Vote Method Preference (October 2022)
Likelihood to Change 2022 Gubernatoroal Vote (October 2022)
Reason for Supporting Greg Abbott (October 2022)
Reason for Supporting Beto O'Rourke (October 2022)
Likelihood to Change 2022 Lieutenant Governor Vote (October 2022)
Likelihood to Change 2022 Attorney General Vote (October 2022)
Likelihood to Change 2022 Comptroller Vote (October 2022)
Likelihood to Change 2022 Agriculture Commissioner Vote (October 2022)
Likelihood to Change 2022 Land Commissioner Vote (October 2022)
U.S. Congress Trial Ballot (October 2022)
Texas Legislature Trial Ballot (October 2022)
Which candidate for governor do you trust to do a better job on the state economy (October 2022)
Which candidate for governor do you trust to do a better job on immigration and border security (October 2022)
Which candidate for governor do you trust to do a better job on public safety (October 2022)
Which candidate for governor do you trust to do a better job on property taxes (October 2022)
Which candidate for governor do you trust to do a better job on health care (October 2022)
Which candidate for governor do you trust to do a better job on public education (October 2022)
Which candidate for governor do you trust to do a better job on voting and elections (October 2022)
Which candidate for governor do you trust to do a better job on gun violence (October 2022)
Which candidate for governor do you trust to do a better job on the state's electric grid (October 2022)
Which candidate for governor do you trust to do a better job on the environment/climate change (October 2022)
How important is the state economy to your vote in the 2022 Election? (October 2022)
How important is immigration and border security to your vote in the 2022 Election? (October 2022)
How important is public safety to your vote in the 2022 Election? (October 2022)
How important is property taxes to your vote in the 2022 Election? (October 2022)
How important is health care to your vote in the 2022 Election? (October 2022)
How important is public education to your vote in the 2022 Election? (October 2022)
How important is voting and elections to your vote in the 2022 Election? (October 2022)
How important is abortion to your vote in the 2022 Election? (October 2022)
How important is gun violence to your vote in the 2022 Election? (October 2022)
How important is the state's electric grid to your vote in the 2022 Election? (October 2022)
How important is the environment/climate change to your vote in the 2022 Election? (October 2022)
Which of the following issues is most important to your vote in the 2022 Election? (October 2022)
2022 Gubernatorial Vote Intention (October 2022)
2022 Lieutenant Governor Vote Intention (October 2022)
2022 Attorney General Vote Intention (October 2022)
2022 Comptroller Vote Intention (October 2022)
2022 Agriculture Commissioner Vote Intention (October 2022)
2022 Land Commissioner Vote Intention (October 2022)
Regardless of whom you supported, do you think Joe Biden legitimately won the 2020 presidential election? (August 2022)
Vote Enthusiasm (August 2022)
Availability of Abortion (August 2022)
Should Abortion Laws be More or Less Strict? (August 2022)
Approve/Disapprove: The Supreme Court's decision to overturn Roe v. Wade and leave abortion policy up to the states (August 2022)
Approve/Disapprove of laws designed to: Expand legal access to abortion services (August 2022)
Approve/Disapprove of laws designed to: Dedicate more state resources to enforcing the state's ban on abortion (August 2022)
Approve/Disapprove of laws designed to: Prevent women from accessing abortion in states where abortion is still legal (August 2022)
Approve/Disapprove of laws designed to: Prevent women from receiving medicated abortion pills through the mail (August 2022)
Approve/Disapprove of laws designed to: Penalize companies that pay for abortion related travel expenses for employees living in Texas (August 2022)
How much time should a woman have to obtain a legal abortion: The woman's health is seriously endangered (August 2022)
How much time should a woman have to obtain a legal abortion: The woman became pregnant as a result of rape (August 2022)
How much time should a woman have to obtain a legal abortion: The woman became pregnant as a result of incest (August 2022)
How much time should a woman have to obtain a legal abortion: There is a strong chance of a serious birth defect (August 2022)
How much time should a woman have to obtain a legal abortion: The family has very low income and cannot afford any more children (August 2022)
How much time should a woman have to obtain a legal abortion: The woman is not married and does not want to marry (August 2022)
How much time should a woman have to obtain a legal abortion: The woman is married and does not want any more children (August 2022)
2022 Gubernatorial Vote Intention (August 2022)
2022 Lieutenant Governor Vote Intention (August 2022)
2022 Attorney General Vote Intention (August 2022)
U.S. Congress Trial Ballot (August 2022)
Texas Legislature Trial Ballot (August 2022)
Which candidate for governor do you trust to do a better job on the state economy (August 2022)
Which candidate for governor do you trust to do a better job on immigration and border security (August 2022)
Which candidate for governor do you trust to do a better job on public safety (August 2022)
Which candidate for governor do you trust to do a better job on property taxes (August 2022)
Which candidate for governor do you trust to do a better job on health care (August 2022)
Which candidate for governor do you trust to do a better job on public education (August 2022)
Which candidate for governor do you trust to do a better job on voting and elections (August 2022)
Which candidate for governor do you trust to do a better job on abortion (August 2022)
Which candidate for governor do you trust to do a better job on gun violence (August 2022)
Which candidate for governor do you trust to do a better job on the state's electric grid (August 2022)
Which candidate for governor do you trust to do a better job on the environment/climate change (August 2022)
How important is the state economy to your vote in the 2022 Election? (August 2022)
How important is immigration and border security to your vote in the 2022 Election? (August 2022)
How important is public safety to your vote in the 2022 Election? (August 2022)
How important is property taxes to your vote in the 2022 Election? (August 2022)
How important is health care to your vote in the 2022 Election? (August 2022)
How important is public education to your vote in the 2022 Election? (August 2022)
How important is voting and elections to your vote in the 2022 Election? (August 2022)
How important is abortion to your vote in the 2022 Election? (August 2022)
How important is gun violence to your vote in the 2022 Election? (August 2022)
How important is the state's electric grid to your vote in the 2022 Election? (August 2022)
How important is the environment/climate change to your vote in the 2022 Election? (August 2022)
Which of the following issues is most important to your vote in the 2022 Election? (August 2022)
Joe Biden Job Approval: Abortion Access (August 2022)
Greg Abbott Job Approval: Abortion Access (August 2022)
Share in Support of Legal Access to Abortion by Circumstance (August 2022)
Share in Support of a Complete Ban on Abortion by Circumstance (August 2022)
Approval of Texas enacting policies designed to... (August 2022)
How important are each of the following to your vote in the 2022 Election? (August 2022)
Share in Support of Legal Access to Abortion by Circumstance (June 2022)
Share in Support of a Complete Ban on Abortion by Circumstance (June 2022)
Availability of Abortion (June 2022)
Support or oppose: automatically banning all abortions in Texas if the U.S. Supreme Court overturns Roe v. Wade (June 2022)
How much time should a woman have to obtain a legal abortion: The woman's health is seriously endangered (June 2022)
How much time should a woman have to obtain a legal abortion: The woman became pregnant as a result of rape (June 2022)
How much time should a woman have to obtain a legal abortion: The woman became pregnant as a result of incest (June 2022)
How much time should a woman have to obtain a legal abortion: There is a strong chance of a serious birth defect (June 2022)
How much time should a woman have to obtain a legal abortion: The family has very low income and cannot afford any more children (June 2022)
How much time should a woman have to obtain a legal abortion: The woman is not married and does not want to marry (June 2022)
How much time should a woman have to obtain a legal abortion: The woman is married and does not want any more children (June 2022)
2022 Gubernatorial Vote Intention (June 2022)
2022 Lieutenant Governor Vote Intention (June 2022)
2022 Attorney General Vote Intention (June 2022)
U.S. Congress Trial Ballot (June 2022)
Texas Legislature Trial Ballot (June 2022)
Joe Biden Job Approval: Abortion Access (June 2022)
Vote Enthusiasm (June 2022)
Availability of Abortion (April 2022)
Support or Oppose: Automatically banning all abortions in Texas if the U.S. Supreme Court overturns Roe v. Wade (April 2022)
2022 Gubernatorial Vote Intention: Greg Abbott vs. Beto O'Rourke (April 2022)
U.S. Congress Trial Ballot (April 2022)
Texas Legislature Trial Ballot (April 2022)
2022 Republican Gubernatorial Primary Vote Choice (February 2022)
Should Abortion Laws be More or Less Strict? (February 2022)
Support or Oppose: Automatically banning all abortions in Texas if the U.S. Supreme Court overturns Roe v. Wade (February 2022)
2022 Gubernatorial Vote Intention: Greg Abbott vs. Beto O'Rourke (February 2022)
2022 Democratic Attorney General Primary Vote Choice (February 2022)
2022 Democratic Lieutenant Governor Primary Vote Choice (February 2022)
2022 Democratic Gubernatorial Primary Vote Choice (February 2022)
2022 Republican Attorney General Primary Vote Choice (February 2022)
2022 Republican Lieutenant Governor Primary Vote Choice (February 2022)
Should be possible for a pregnant woman to obtain a legal abortion if...(October 2021)
Approval of how state leaders and the Legislature have handled abortion policy in Texas (October 2021)
Support or Oppose: Making abortion illegal after 6 weeks of pregnancy (October 2021)
Abortion should be possible if the woman's own health is seriously endangered (October 2021)
Abortion should be possible if a woman became pregnant as a result of rape (October 2021)
Abortion should be possible if a woman became pregnant as a result of incest (October 2021)
Abortion should be possible if there is a strong chance of a serious defect in the baby (October 2021)
Abortion should be possible if the family has very low income and cannot afford any more children (October 2021)
Abortion should be possible if the woman is not married and does not want to marry (October 2021)
Abortion should be possible if the woman is married and does not want any more children (October 2021)
Support or oppose allowing any individual the right to sue anyone they believe helped someone obtain an illegal abortion (October 2021)
2022 Gubernatorial Vote Intention: Greg Abbott vs. Beto O'Rourke (October 2021)
2022 Gubernatorial Vote Intention: Greg Abbott vs. a Democratic Candidate other than Beto O'Rourke (October 2021)
2022 Democratic Gubernatorial Primary Vote Choice (October 2021)
2022 Democratic Lieutenant Governor Primary Vote Choice (October 2021)
2022 Democratic Attorney General Primary Vote Choice (October 2021)
2022 Republican Gubernatorial Primary Vote Choice (October 2021)
2022 Republican Lieutenant Governor Primary Vote Choice (October 2021)
2022 Republican Attorney General Primary Vote Choice (October 2021)
How much have you thought about who you will be supporting for Governor in the 2022 Elections? (August 2021)
How much have you thought about who you will be supporting for Lieutenant Governor in the 2022 Elections? (August 2021)
How much have you thought about who you will be supporting for Attorney General in the 2022 Elections? (August 2021)
How much have you thought about who you will be supporting for U.S. Congress in the 2022 Elections? (August 2021)
How much have you thought about who you will be supporting for the Texas House in the 2022 Elections? (August 2021)
How much have you thought about who you will be supporting for the Texas Senate in the 2022 Elections? (August 2021)
How much have you thought about who you will be supporting for Attorney General in the 2022 Elections? (June 2021)
How much have you thought about who you will be supporting for U.S. Congress in the 2022 Elections? (June 2021)
How much have you thought about who you will be supporting for the Texas House in the 2022 Elections? (June 2021)
How much have you thought about who you will be supporting for the Texas Senate in the 2022 Elections? (June 2021)
How much have you thought about who you will be supporting for Governor in the 2022 Elections? (June 2021)
How much have you thought about who you will be supporting for Lieutenant Governor in the 2022 Elections? (June 2021)
State Leaders and Legislative Approval: Handling of Abortion policy (June 2021)
Support or Oppose: Making abortion illegal after 6 weeks of pregnancy (June 2021)
Should Abortion Laws be More or Less Strict? (April 2021)
Support or Oppose making abortion illegal after 6 weeks of pregnancy (April 2021)
Support or Oppose allowing any individual in Texas the right to sue an abortion provider (April 2021)
Support or Oppose automatically banning all abortions in Texas if the U.S. Supreme Court overturns Roe v. Wade (April 2021)
Availability of Abortion (February 2021)
Should Abortion Laws Be More or Less Strict (February 2021)
Favor or Oppose: Prohibiting healthcare providers from performing abortions (April 2020)
Support for Making Abortion Illegal After Six Weeks of Pregnancy (June 2019)
Availability of Abortion (October 2018)
Require the Burial or Cremation of Fetal Remains (June 2017)
Pro-Life, Pro-Choice Identification (June 2016)
Planned Parenthood Favorability (February 2016)
Planned Parenthood Favorability
Views on Sonogram Bill (February 2011)
Views on Sonogram Bill (May 2011)
Making Judicial Bypasses for Abortion for a Minor More Difficult (June 2015)
Abortion Restrictions - Fetal Pain (February 2013)
Strictness of Texas Abortion Laws (June 2013)

redpajama_set_name: RedPajamaCommonCrawl


text:
Q: Get access to Aurelia's Dependency Injection system without constructor injection Is there a way to get access to Aurelia's Dependency Injection system without constructor injection.
I have a class called Box.  I need to know when one of its properties change so I can update my validation.  I found that I can use bindingEngine.propertyObserver from this answer.
But my instances of Box are created by BreezeJs, not Aurelia.  So using @inject (or @autoinject in my case) to get the instance of bindingEngine is not going to work.
I saw aurelia.container.get will let me resolve from Aurelia's DI framework.  But that needs the current instance of the Aurelia object.  The only way I can see to get that is... constructor injection!
So, to get around constructor injection, you need... constructor injection!
I hope I am missing something and there is another way to get an instance of bindingEngine without constructor injection.
NOTE: For now I will just convert my variable in to a javascript property and fire an changed event on my own.  But I know that this is going to move me to dirty checking...  :(

A: If you want to know when a breeze entity's properties change, use the entityAspect.propertyChanged event:

http://breeze.github.io/doc-js/api-docs/classes/EntityAspect.html#event_propertyChanged
order.entityAspect.propertyChanged.subscribe(
function (propertyChangedArgs) {
    // this code will be executed anytime a property value changes on the 'order' entity.
    var entity = propertyChangedArgs.entity; // Note: entity === order
    var propertyNameChanged = propertyChangedArgs.propertyName;
    var oldValue = propertyChangedArgs.oldValue;
    var newValue = propertyChangedArgs.newValue;
});

Circumventing constructor injection is not recommended.  It violates the dependency inversion principle, however there is a mechanism for doing so:
main.js
export function configure(aurelia) {
  aurelia.container.makeGlobal();
  ...
}

box.js
import {Container} from 'aurelia-dependency-injection';

let bindingEngine = Container.instance.get(BindingEngine);

redpajama_set_name: RedPajamaStackExchange


We welcome submissions that deal with contemporary issues as well as those that look at the historical progression of taste, quality and resolution, in cinematic as well as other medial forms.
We welcome papers from all disciplinary backgrounds and encourage scholarship grounded in area studies from non-EuroAmerican contexts. Although this is a graduate student conference, we invite lecturers, adjuncts, and other non-tenuretrack faculty to apply. To submit, please send an abstract of 200–300 words, along with a brief biographical statement to highlowconference@gmail.com by November 15, 2018.
This CFP has been viewed 3,107 times.


MPL Association produces a wide range of publications to meet the needs of participants in the MPL field. Research publications, for example, feature analyses of MPL closed claims data (from the Data Sharing Project) to provide a national overview of trends, identify areas of practice prone to adverse outcomes, and develop healthcare provider risk management education and patient safety guidelines. PIAA MPL publications offer insights on current trends and topics of interest to all professionals within the MPL field. See below for more information on all MPL Association publications.


The thrilling feeling of adventure when you rush through the pristine white slopes as the landscape whizzes by, dressed in your bright coloured outfits is considered by many to be the most treasured moments of their lives. A treasure such as this is awaits you at the copper mountain fall camps.
Copper Mountain Colorado ski resort is spread across a massive 2,465 acres of land and has been leased by the Dillon Ranger district, White River National Forest and U.S Forest Service. Colorado ski resort provides a supreme experience to its visitors, and is considered to present the best amenities and facilities in the entire ski town.
It is quite a known fact that copper is a rare commodity to find and in much the same way the copper mountain ski resort truly provides a rare experience that winter sports enthusiasts can never forget. This can truly be regarded a snow clad haven that provides all the extraordinary thrills for those that are willing to experience the adventure of skiing. With over 140 ski and riding trails, 23 ski lifts that makes the 2465 acres a skiable resort that provides a perfect value for money entertainment.
Copper mountain fall camps offer the campers with a variety of snow themed recreational activities. After a long and tiring day of gliding and skiing through the snow, one can simply opt for gliding through the skating rinks, or hopping into the snow tubes. That really gives you an adrenaline rush and you are sure to enjoy the adventurous experience.
Well, at the copper mountain ski resorts you can go for a tour of the place and enjoy the beauty of the forest areas, and the immaculate snowy meadows. For a supreme copper mountain snowing experience, search the World Wide Web and know about the numerous skiing packages presented.
These skiing packages not only provide the tourist an opportunity to save a little on their budget but also assures to introduce them to a completely new world of skiing that is full of fun and adventure. A great way to enjoy copper mountain vacation rentals is to go for the combination packages that include offers like such as ski rentals, lodging, rentals, lift tickets and lessons. These facilities are available on seasonal basis. Whether the mountain peaks are dressed in snow or the weather is crisp and bright one can take pleasure and experience the thrill of adventure at one of the best mountains in the world at the Copper Mountain Colorado Ski Resort.
The copper mountain snow report reveals that the ideal time to visit the mountain ranges is during the winters. With biting cold breeze, little shower and lots of snowfall one can live amidst a heavenly environment and yet enjoy the perfect skiing experience. Most of the resorts in the area provide rentals for accessories required for skiing. Some of the best camps in the region also provide training to the NASC campers. Due to a low student ratio in these camps, trainers are capable of imparting the required knowledge and training them on the basis of their individual needs. Most importantly, the camps also present a video movement analysis to all their students, so that they are capable of getting a firm understanding of this particular adventure sports.
Post by Nasc Ski Camp.


text:
University of Warsaw Discovery of a circumbinary planet
Main siteNewsDiscovery of a circumbinary planet
Discovery of a circumbinary planet
Prof. Andrzej Udalski from the Astronomical Observatory of the University of Warsaw is a co-author of a scientific paper on the discovery of an exoplanet orbiting two stars. The event was detected by the Optical Gravitational Lensing Experimet sky survey.
So far, the majority of exoplanets detected orbit single stars. Only a few circumbinary planets – planets orbiting two stars – have been discovered to date.
The planet, OGLE-2007-BLG-349, was detected during the Optical Gravitational Lensing Experiment led by prof. Andrzej Udalski from the University of Warsaw. OGLE searches for and observes effects from small distortions of spacetime, caused by stars and exoplanets, which were predicted by Einstein in his theory of General Relativity. These small distortions are known as microlensing.
– OGLE has detected over 17 000 microlensing events, but this is the first time such an event has been caused by a circumbinary planetary system – explains prof. Andrzej Udalski from the University of Warsaw.
OGLE cooperated with NASA/ESA Hubble Space Telescope. A number of models could have explained the observed light curve. The additional data from Hubble were essential to enable the scientists to pin down a circumbinary planet as the only possible explanation for both OGLE's light curve and the Hubble observations.
The discovery is pioneering and suggests some intriguing possibilities. While Kepler is more likely to detect planets with small orbits – and indeed all the circumbinary planets it discovered are very close to the lower limit of a stable orbit – microlensing allows planets to be found at distances far from their host stars.
Recently, astronomers from the Astronomical Observatory of the University of Warsaw announced two discoveries: an extraordinary exploding star that confirms hibernation theory and an Earth-like planet orbiting Proxima Centauri. Both were published in the prestigious science journal "Nature".
UW among the rising stars
Polish with Ania
Photo presents presumable system of OGLE-2007-BLG-349. Credit: NASA, ESA, and G. Bacon (STScI).
The OGLE project exists since 1992 and is led by prof. dr. hab. Andrzej Udalski at Warsaw University Astronomical Observatory. The OGLE team had published over 580 scientific papers in prestigious professional journals, that were cited over 18 000 times by astronomers around the world. Data published by the OGLE project were used in over a thousand publications by astronomers around the world.


hey, hey, hey, everybody get up!!. If you needed a cheer up music for today, here you have it!!.
It it does the job and you are smiling right now then mission accomplished. Don't thank me, ...the other way around, I thank you for having another happy person today in the world!!.


Parking is available in lots and street spots all around downtown. Please note, parking lots are privately owned and Hermes does not control the price of parking.
More information on the lots around the area can be found HERE.


text:
Q: Where do you put the image you're loading for a button in a java app? I have a package com.supercorp.killerapp and within it is a package(com.supercorp.killerapp.views) if I'm not creating the app with the guiformbuilder:

*

*How do I set the icon of a button on a JInternalFrame that is in the views directory?

*In general, how do I access images in a different folder?

*Should all my images be contained in a seperate folder?

The syntax I'm using is:
JButton iconButton = new JButton(new ImageIcon("page_delete.png"));

The button isn't displaying the image.

A: I put in the jar that contains my application, in a package called com.example.GreatApp.resources and then load it using:
getClassLoader().getResourceAsStream(
               "com/example/GreatApp/resource/icon.png");`

Update. Full example
/**
 * Creates and returns an ImageIcon from the resource in jar.
 * @param location resource location in the jar,
 * like 'com/example/GreatApp/res/icon.png' or null if it was not found.
 */
public ImageIcon createImageIconFromResource(String location)
           throws java.io.IOException {
  java.io.InputStream input = getClassLoader().getResourceAsStream(
               location);
  // or throw an ioexception here aka `file not found`
  if(input == null) return null;
  return new ImageIcon(ImageIO.read(input));
}

A: You can put the images anywhere on the classpath. I find it most logical to put them in the root of the project in an "images" folder.
Packages map to folders when compiled & packaged so it looks like you need:
Image im = Toolkit.getDefaultToolkit().getImage( "/com/supercorp/killerapp/views/page_delete.png" );
JButton iconButton = new JButton( new ImageIcon( im ) );


Did you enjoy football manager games? Well if so then please sign up to the new free It's A Goal multiplayer online manager game.
I've played the old It's A Goal but this is new and improved. Just register at the site, look at your email and then click 'club' and create your team. I'm in Division 4 of the Manta league, team name Castle King FC.
Does anybody ever mention a music track and you just can't remember how it goes? Well now you can using Music Plus. Just type in the name of the track and it'll search the internet and bring you back and mp3s it finds in a handy online music player, there's no downloads at all. So, for example, type in 'Dury Wake' and it'll return Ian Dury's Wake Up and Make Love To Me for you to play. A brilliant tool.
Do you need some cute animals? Well check out Panda Cam brought to you live from Atlanta Zoo.
Wow! Look at this photo of Saturn. Yes, it's real. Taken during an eclipse from behind the planet. Earth is the small dot in between the rings at the top left.
And finally, the Mozilla Firefox 2.0 internet browser was released this week. It seems better than the older version and has less memory problems. So grab yourself a copy here.
This entry was posted on Friday, October 27th, 2006 at 10:11 am	and is filed under Football, Games, Music, Technology. You can follow any responses to this entry through the RSS 2.0 feed.
That picture of Saturn is absolutely unbelievable!


Rails week is upon us.
Recently I've been reading and watching videos about software design principles. So far I've really enjoyed reading Practice Object-Oriented Design in Ruby: An Agile Primer. It's amazing how much more readable (and more importantly extensible and maintainable) I feel my code has become. Keeping a few solid design principles at the forefront of your mind can make a big difference. Do you see what I did there? I haven't had to make sense of horribly written code just yet in my career but I hope to avoid inflicting that fate on others.


text:
Elizabeth Moss on making Shirley Jackson her own for 'Shirley'
An apt tribute to the queen of horror.
By Danica D'Souza on June 8, 2020
The secret behind Brendan Frasers 'empathy engine' in 'The Whale' 4:54
Whirlwind gay romance 'Of An Age' has a truly moving trailer
Can you power a village with a tiny stream? 1:14
Elisabeth Moss talks about her portrayal of legendary horror writer Shirley Jackson in her latest film. "Shirley" is now available to stream on Hulu.


text:
100% financing available.
916-338-3800 / 800-21PROTECT
Does Your Neighbor Have Your Back?
Think of your home's first line of defense — what comes to mind? Your security system? Your barbed-wire fence? Your adorable but secretly vicious poodle? All of these will do in a pinch, but cast the net a little wider and you'll find security starts up the street, around the corner, and everywhere in between. Statistics show that ⅔ of people feel safer in their homes because they know their neighbors, which makes sense when you learn about some of these hometown heroes. Read on to see how these neighbors have earned their stripes, and how you can, too.
https://www.kktv.com/home/headlines/Attentive-Neighbor-Stops-Burglary-184887041.html
On December 24th, 2012, three young Colorado Springs burglars decided they wanted a new car for Christmas. Knowing that a lot of families would be gone for the holidays, they targeted an empty apartment, broke in through the back door, found the car keys, and got ready to ride off into the sunset. And they would have gotten away with it, too — if it weren't for Chris Willner, a resident who knew his neighbors were away and that no one was supposed to be in their house. As the burglars yakked it up in the stolen car, Willner approached them and asked what they were up to — when they didn't have an answer, he yanked the keys out of the car's ignition, detained one of the criminals, and called the police. Mr. Rogers would be proud.
Tip: Trip-Taking Thoughts
Two things stopped this burglary — that the homeowners were savvy enough to tell a neighbor they were going out of town, and that the neighbor had enough guts (and observation skills) to stop the crime. If the victims had taken a few more precautions, though, they might not have been victims at all. Neighbors are great for keeping an eye out, but they can also help protect your home while you're away by making it look like you never went away in the first place — picking up mail, cutting the lawn, clearing snow, even going through every once in a while to check on the place and flip some lights on and off. Make a pact with a close neighbor to trade off housesitting responsibilities, and you'll be sure to come home to the same house you left.
Watchdogs Off The Leash
Back in August, a "self-appointed group of neighbors keeping an eye on things" slapped a poultice on a rash of car burglaries in Colorado Springs. The group had a phone chain in place to alert neighbors about suspicious activity, and when car alarms started going off all over the neighborhood, they used it. A few went after the would-be thieves with sticks, eventually cornering them behind some bushes. Two teenagers came out with their hands up, probably scared straight for life.
Tip: Bark, Don't Bite
Watch groups are great for fostering community, raising awareness, and getting the word out about dangerous situations. However, it's important to make sure that your watch group doesn't create a dangerous situation. This group was lucky, but untrained citizens shouldn't pursue suspected criminals — the criminals might be armed and dangerous, or, on the flip side, they might not actually be criminals. These tips from the National Sheriff's Association can help you start a safe and effective watch group in your neighborhood, or, if you want to join an existing one, use this database to find a group near you.
Texan Avengers
When burglar Richard Flores knocked on Roxanne Montes's door and didn't get a response, he thought he'd found a windfall — an empty house full of video games, clothes, and jewelry. But he didn't realize that a sleepy house doesn't mean a dozing neighborhood, especially not in Lubbock, Texas. As he broke into Montes's home, loaded his car up with her belongings, and drove around the block, he had eyes on him every step of the way — a series of neighbors called the police, took down his license number, and let Roxanne know what was going on. And when Flores abandoned his running car in the middle of the street in order to flee the cops, neighbors were there, too — one to stop the car, and one to stop Flores.
Tip: Party All The Time
Block parties, barbeques and get-togethers inspire camaraderie and communication, and neighbors who know each other are far more likely to help each other out. Think about it — Mr. Johnson will feel more comfortable asking Ms. Rose to keep an eye on his house while he's gone for the weekend if the two of them have been chatting for a while over chicken skewers. Some cities organize National Night Out parties to forge ties and give everyone a better sense of "who belongs in the neighborhood." Set up one of those, host a building get-together in your apartment, or just take the time to walk down the street one day, borrow a bunch of cups of sugar, and introduce yourself. Nothing raises community safety like community spirit.
Ultimate Video & Security
A division of Ultimate Low Voltage, Inc.
1911 Douglas Blvd., Suite 85111
Phone: 800-21PROTECT
Email: sales@ultimatevideoandsecurity.com
Licensed & Bonded
Cal. State Contractors Lic. #729944
Live Video Demo
Security Video Tips
Like Ultimate Video & Security on Facebook
Follow @UltimateCCTV on Twitter
Check out our Instagram page
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Website design and hosting by BlueTone Media


text:
Herbie: Fully Loaded
Herbie: Fully Loaded is a 2005 American comedy film directed by Angela Robinson and produced by Robert Simonds for Walt Disney Pictures. It is the first theatrical Herbie film since Herbie Goes Bananas in 1980, grossing over $144 million worldwide.
2 Taglines
Quotes[edit]
Maggie: DAD! (leaves the hospital room) Dad, I'm sorry I lied to you, okay? But all I've ever wanted to do is race.
Ray Sr.: You're not getting behind the wheel of that car.
Maggie: Why, because I'm a girl? Dad, I've had one crash. Ray's had dozens.
Ray Sr.: It's different.
Maggie: The only difference is he has your support. What's really your problem with me racing?!
Ray Sr.: Because you're the spitting image of your mom... and... I can't lose her twice.
Maggie: Dad, I may look like her on the outside, OK, but on the inside, I'm you...I'm a Peyton. Racing is in my blood. Please, let me race.
Ray Sr.: I can't. I'm sorry.
Maggie: (after seeing Ray Jr. get out of a car) Shouldn't you be in bed?
Ray Jr.: Mags, I'm not blind. I just can't race, but you can.(Maggie smiles) You're taking my spot tomorrow.
Maggie: (confused) Wait, what about Dad?
Ray Jr.: Dad always says I should step up and be a team leader, right? Called the rest of the crew, they agree. You're the one. (Maggie hugs him) Okay, look we've got a lot to do if we want to get my stock car ready to race, okay?
Maggie: There's only one car I'm going to drive, (looks at Herbie and back at Ray Jr.) and he's sitting right over there.
Ray Jr.: You serious?
Maggie: I race in Herbie, or I don't race at all.
Taglines[edit]
Start your engines...
Lindsay Lohan as Maggie Peyton
Michael Keaton as Ray Peyton, Sr.
Matt Dillon as Trip Murphy
Justin Long as Kevin
Breckin Meyer as Ray Peyton, Jr.
Cheryl Hines as Sally
Jimmie Johnson as Crash
Jill Ritchie as Charisma
Allen Bestwick as Himself
Benny Parsons as Himself
Stuart Scott as Himself
Jeff Gordon as Himself
Dale Jarrett as Himself
Tony Stewart as Himself
Retrieved from "https://en.wikiquote.org/w/index.php?title=Herbie:_Fully_Loaded&oldid=2602801"
Auto racing films
Sequel films


A great pattern for a bracelet or choker. All three color versions are in this file: Rainbow - for days you feel like dancing Cool- for those introspective days Fire- for those days you feel passionate about everything! Goddess symbols in matte gold above the colors of the mood of your day. Think of it as "Mood Bracelets"! Graph provided in color code mode with suggested colors and thumbnail.
More products from Sigrid Wynne-Evans.


text:
Strong, Secure, Engaged: Canada's Defence Policy
1. Well-supported, diverse, resilient people and families
People are at the core of everything the Canadian Armed Forces does to deliver on its mandate. As we look to the future, we will also refocus our efforts on ensuring the entire Defence team has the care, services and support it requires. Doing so will be central to attracting and retaining the people we need to keep Canada strong, secure, and engaged in the world. Investing in our people is the single most important commitment we can make.
The Defence team is composed of Canadian Armed Forces members and defence civilians of the Department of National Defence. This integrated, civilian-military team works to deliver Defence objectives. The Canadian Armed Forces executes operations at home and abroad to defend Canada and Canadian interests, while defence civilians perform a number of critical enabling functions including intelligence, equipment procurement and maintenance, policy, communications support, infrastructure services, finance, human resources, information technology and scientific research and development. In order to meet the high ambition set out in this policy, the Canadian Armed Forces will increase its ranks by 3,500 Regular Force (to 71,500 total) and 1,500 Reserve Force members (to 30,000 total) and the Department of National Defence will hire an additional 1,150 defence civilians to support military operations in areas such as intelligence and procurement.
Some of the new initiatives to support our personnel in this policy, such as mental health initiatives and promoting a culture of healthy, respectful workplace behaviour, apply to the entire team, while others such as the foundational transformation of transition support are unique to our military members.
Military service is extremely rewarding, and military members and their families become stronger through the unique challenges and opportunities they face in their work. They become more resilient, discover and strengthen their best attributes, and live meaningful, fulfilled lives, secure in the knowledge that they are serving their country, and that they are appreciated and will be taken care of throughout their service.
Profession of arms
The profession of arms in Canada is composed of military members dedicated to the defence of Canada and its interests, as directed by the Government of Canada.
The profession of arms is distinguished by the concept of service before self, and the acceptance of the concept of unlimited liability.
Its members possess a systematic and specialized body of military knowledge and skills acquired through education, training and experience, and they apply this expertise competently and objectively in the accomplishment of their missions.
Members of the Canadian profession of arms share a set of core values and beliefs found in the military ethos that guides them in the performance of their duty and allows a special relationship of trust to be maintained with Canadian society.
Military service is also inherently challenging. On operations, the potential for serious physical and mental injuries is a reality. Prolonged absence from loved ones can put strain on families and relationships. The Canadian Armed Forces must deliver on its responsibility to care and support our people when they encounter these challenges.
Delivering on our commitment to our people and their families is a sacred obligation and requires a comprehensive suite of initiatives that cover all aspects of how we recruit, lead, train and care for sailors, soldiers, airwomen and men, as well as all those who support them. As Canada and Canadians change, so too must our approach to our people. To ensure they and their families thrive, we will continue to incorporate progressive best practices into our approach. Throughout, our actions must be underpinned by a sense of compassion and responsibility towards the women and men who wear the uniform, and their loved ones.
Recruitment, training and retention
The operational success of the Canadian Armed Forces begins with a robust recruiting system that engages and attracts the best and brightest, communicates the unique opportunities and benefits of military service, and efficiently and effectively selects and enrolls new recruits. The current system is too slow to compete in Canada's highly competitive labour market and does not effectively communicate the exciting and fulfilling employment opportunities offered by military service. The Canadian Armed Forces offers more than 100 career options, many of which are unique to the military, and provides unparalleled professional and personal development opportunities.
The military's personnel system must be more agile and responsible. It must be able to maintain a skilled force across a broad range of tasks while meeting requirements in critical occupations facing shortages, particularly those focused on caring for our personnel such as medical officers, dentists, pharmacists, and social workers. The Canadian Armed Forces must also attract Canadians with the aptitudes and skill-sets required to succeed in highly technical domains such as space and cyberspace and to operate and maintain increasingly sophisticated equipment, including remotely piloted systems.
Defence civilians
Defence civilians face different demands than many of their public service counterparts, and Defence is committed to meeting their needs accordingly.
Working at the Department of National Defence involves weighty decisions that can impact the lives of others, placing stress on employees that is unique across the public service. Defence civilians also form close bonds with their military co-workers and can be deeply affected by tragic losses associated with military operations.
Increasingly, defence civilians also have a role in supporting operations. Policy advisors and tradespeople deploy alongside the Canadian Armed Forces in expeditionary operations, facing similar challenges associated with prolonged absences from family and the stresses of high-tempo military operations in dangerous locations.
Most importantly, the Canadian Armed Forces must reflect the diversity of the country we defend. We need a military that looks like Canada. In particular, we are committed to attracting, recruiting and retaining more women in the Canadian Armed Forces across all ranks and promoting women into senior leadership positions. The Canadian Armed Forces is committed to gender equality and providing a work environment where women are welcomed, supported and respected.
Programs for Indigenous canadians
The Canadian Armed Forces has a number of unique programs to provide Indigenous Peoples with an opportunity to learn about an exciting career with the military. Whether participants decide to join or not, these programs offer interesting opportunities to gain skills and knowledge about the Canadian Armed Forces.
Aboriginal Leadership Opportunities Year: Provides a one-year educational and leadership experience through the Royal Military College (RMC) of Canada. During the program, participants are enrolled as Officer Cadets and receive free tuition and books. Participants have the option to continue at RMC in a degree program with the Forces.
Bold Eagle, Raven, Black Bear: These three summer training programs combine military lifestyle with cultural awareness to give a six-week taste of military training with the option – but no commitment – to join the Canadian Armed Forces. Training is based on the Army Reserve Basic military qualification and covers topics such as weapons handling, navigation, first-aid, drill and survival skills. All three programs begin with a Culture Camp taught by Elders of different First Nations and Indigenous groups, to ease the transition from civilian to military lifestyle and to ground the training in common spiritual beliefs.
Canadian Armed Forces Aboriginal Entry Program: This special three-week program allows hands-on experience with military training, careers, and lifestyle with no obligation to join the Forces. Participants receive a stipend and a certificate of military achievement for completing the program. Transport, accommodation, food, clothing and equipment are provided for the duration of the course while participants learn about the long and proud history of Indigenous Canadians in the military and take part in exercises similar to basic training.
Once recruited, the Canadian Armed Forces needs to follow through with modern, world-class training that will put new recruits on a solid foundation to succeed. This will require adapting training to meet the highly technical requirements of modern militaries, and the Canadian Armed Forces will also need to demonstrate to potential recruits that the military can offer competitive training and technical certifications on par with the standards of industry and the private sector. This includes maintaining the long tradition of providing the complete range of military education through proud institutions such as the Royal Military College of Canada, renewed Collège militaire royal in St-Jean, and the Canadian Forces College.
It is imperative that we protect our investment in the expertise and knowledge of our people. This policy includes a number of initiatives designed to help the Canadian Armed Forces retain the talented people it recruits.
Tax relief on deployed operations:
Currently, the tax relief benefit for military personnel on deployed operations is applied inconsistently. This benefit is meant to acknowledge the considerable sacrifices Canadian Armed Forces members and their families make in defence of Canada and its values, when deployed internationally. A more consistent application of this benefit will improve morale and recognize the burdens taken on by military members and their families in service of our country.
The Canadian Armed Forces will keep remuneration and benefits of Regular and Reserve personnel under constant review, to ensure that military personnel receive fair compensation for their service to Canada. The Canadian Armed Forces' competitive compensation package goes beyond an adequate salary and includes a wide range of benefits, recognition, care and support throughout military members' careers. Canadians know that when our women and men in uniform deploy, they, and their families, make great sacrifices on their behalf. From the moment they put on the uniform, members of the Canadian Armed Forces take on unlimited liability. In particular, when the Government of Canada calls upon members of the Canadian Armed Forces to deploy anywhere in the world, it is their duty to go. With this in mind, in order to ensure that Canadian Armed Forces members are treated equally on deployment, all troops deployed on all named international operations Footnote 3 will no longer pay federal income tax on their salary up to the level of Lieutenant-Colonel. Footnote 4 This change in policy will not affect the assessment and awarding of existing hardship and risk allowances earned by Canadian Armed Forces personnel deployed abroad.
Furthermore, the Canadian Armed Forces will explore how to best enhance the flexibility of military careers. This includes making it easier to transition between full- and part-time military service in order to retain valuable military skills and accommodate changing career paths.
The Canadian Armed Forces will also introduce new measures that allow some military members who no longer meet universality of service – that is, the requirement that all Canadian Armed Forces personnel be fit for deployment – due to illness or injury incurred while serving in the military to continue to serve on a case-by-case basis. This will help retain valuable knowledge and skills in the Canadian Armed Forces to meet specific requirements.
In short, to be highly competitive in the labour market the Canadian Armed Forces will become more personalized in its administrative and leadership approach, and provide the career options, satisfaction, and support necessary for our people and their families to succeed.
To ensure the effective recruitment, training and retention of the future work force, the Defence team will:
Reduce significantly the time to enroll in the Canadian Armed Forces by reforming all aspects of military recruiting.
Implement a recruitment campaign to promote the unique full- and part-time career opportunities offered by the Canadian Armed Forces, as well asto support key recruitment priorities, including hiring more women, increasing diversity, addressing priority occupations, and the requirements of the Reserve Force.
Restore the Collège militaire royal in St-Jean as a full degree-granting institution to help prepare the next generation of Canadian Armed Forces leaders.
Increase the capacity of the Canadian Armed Forces Leadership and Recruit School to accommodate the increased number of recruits associated witha larger force size.
Develop and implement a comprehensive Canadian Armed Forces Retention Strategy to keep our talented people in uniform with a welcoming and healthy work environment.
Undertake a comprehensive review of conditions of service and career paths to allow much more personalized career choices and flexibility.
Modernize the Canadian Armed Forces Honours and Awards system to ensure military members' service to Canada is recognized in a more timely and appropriate manner.
Implement the first-ever, integrated strategy for human resources to balance the optimal assignment of tasks between the military, defence civilians andthe private sector.
Provide tax-free salary for all Canadian Armed Forces members deployed on all named international operations, up to the maximum rate of pay applied to a Lieutenant-Colonel. This would not impact hardship and risk pay or operational allowances regulated by the Military Foreign Service Instructions (MFSI), which will continue. This initiative is retroactive to January 2017.
Leveraging Canada's diversity
The Canadian Armed Forces is committed to demonstrating leadership in reflecting Canadian ideals of diversity, respect and inclusion, including striving for gender equality and building a workforce that leverages the diversity of Canadian society. Canada's unique, diverse and multicultural population is one of its greatest strengths. While positive steps have been made towards greater diversity, inclusion and gender equality, we can do much more to reflect and harness the strength and diversity of the people we serve, in both military and civilian ranks.
We are fully committed to implementing our new comprehensive Diversity Strategy and Action Plan, which will promote an institution-wide culture that embraces diversity and inclusion. This includes reinforcing diversity in the identity of the Canadian Armed Forces and our doctrine, modernizing career management and all policies to support diversity and inclusion, and conducting targeted research to better understand diversity within the Department of National Defence.
Embracing diversity will enhance military operational effectiveness by drawing on all of the strengths of Canada's population. Building a Defence team composed of people with new perspectives and a broader range of cultural, linguistic, gender, age, and other unique attributes will contribute directly to efforts to develop a deeper understanding of our increasingly complex world, and to respond effectively to the challenges it presents.
Diversity and inclusion initiatives also support many of our objectives for personnel, including providing a positive work place and supporting total health and well-being.
Women in the Canadian Armed Forces:
Currently, 15 percent of Canadian Armed Forces members are women. The NATO average for women in the military is 11 percent. The Canadian Armed Forces is committed to further increasing the representation of women in the military by 1percent annually towards a goal of 25 percent in 10 years. This will not only contribute to positive Canadian Armed Forces culture change, but will also increase overall operational effectiveness.
To fully leverage Canada's diversity, the Defence team will:
Promote diversity and inclusion as a core institutional value across the Defence team.
Appoint a Diversity Champion who will oversee the implementation of all aspects of the Diversity Strategy and Action plan including instituting mandatory diversity training across all phases of professional development.
Integrate Gender-Based Analysis Plus (GBA+) in all defence activities across the Canadian Armed Forces and the Department of National Defence, from the design and implementation of programs and services that support our personnel, to equipment procurement and operational planning.
Place a new focus on recruiting and retaining under-represented populations within the Canadian Armed Forces, including, but not limited to, women, Indigenous peoples, and members of visible minorities.
Aspire to be a leader in gender balance in the military by increasing the representation of women by 1 percent annually over the next 10 years to reach 25 percent of the overall force.
GBA+ is an analytical tool used to assess the potential impacts of policies, programs, services, and other initiatives on diverse groups of people, taking into account gender and a range of other identity factors. GBA+ is a critical tool in the decision-making process, and recognized as a key competency in support of the development of effective programs and policies for Canadians. It provides federal officials with the means to continually improve their work and attain better results for Canadians by being more responsive to specific needs and circumstances.
The Defence team is fully committed to using GBA+ in the development and execution of defence operations, policies and programs, and used GBA+ as an integral component of the analysis for the development of this new defence policy.
First and foremost, the Defence team will apply GBA+ analysis to the full range of programs and services that recruit, support and care for Canadian Armed Forces personnel. This will be critical to ensure that the Defence team can meet the needs of its diverse and multicultural workforce across Canada.
Training and education are at the core of Defence team's commitment to GBA+ as a means to advance gender equality in Canada. New programs and training are being instituted at all levels of Defence to ensure these important tools and knowledge are incorporated on a daily basis.
The Defence team will require members to undertake GBA+ training and all military personnel policies will be examined through a GBA+ lens and updated as needed.
The Defence team also recognizes that conflict, natural disasters, and humanitarian crises affect people differently. Accordingly, the Defence team is integrating GBA+ into the planning and execution of operations as a means to both improve operational effectiveness and meet the needs of those who are disproportionately affected by conflict and crisis. This includes the establishment of military gender advisor positions who will advise on gender in operational planning and doctrine, and modeling the value of diversity, inclusion and gender equality when working with other nations. Working to implement and advance the Women, Peace and Security agenda laid out in the United Nations Security Council's landmark Resolution 1325 and subsequent related resolutions, will be an important aspect of Canada's international military engagement, including our renewed commitment to United Nations peacekeeping.
Total health and care For our people
The Defence team must ensure that the needs of its people – whether military members and their families, or defence civilians – are appropriately met. They are the heart and soul of everything we do.
For the Canadian Armed Forces, this means military members and their families are well-supported from the moment they join, throughout their careers, and as they transition out of the military. This includes keeping the door open to Veterans who want to return to service, or who later need support and assistance. Not only is this important to build a strong and agile defence organization, but the Canadian Armed Forces also has a fundamental moral obligation to care for those who have accepted unlimited liability in the service of their fellow citizens.
We are committed to providing more flexible, tailored service and support, personalized to the unique circumstances and needs of each member. The needs of members and their families will evolve throughout their careers and so too must the services and support on which they rely. To achieve success, the Government of Canada must be less risk averse in providing care and much more transparent and open in its communication. We will shed one-size fits all solutions in favour of more people-centred, compassionate, dependable and comprehensive services.
This new approach will also favour a more all-inclusive, comprehensive approach to care – known as Total Health and Wellness. This approach considers psychological well-being in the workplace, the physical work environment, and personal health, including physical, mental, spiritual and familial aspects of members' lives. The well-being of our Canadian Armed Forces' current and former members and their families relies on health in all of these areas.
To provide appropriate support, care and services to ensure the total health and well-being of Canadian Armed Forces personnel, we will invest $198.2 million over the course of this policy to implement the Total Health and Wellness Strategy. This strategy will expand wellness beyond the traditional health care model to include promotion, prevention, treatment and support, and provide a greater range of health and wellness services and programs. Of note, the strategy includes key initiatives to:
support health and resilience;
promote a culture of healthy behaviour; and
support military families.
The Canadian Armed Forces will also continue to provide a full spectrum of safe, high-quality physical health services through a well-governed health care system that meets or exceeds Canadian standards, both in garrison and during operations.
The mental health and workplace well-being of defence civilians is also critical to the success of the Canadian Armed Forces, given the important roles they play as part of an integrated civilian-military Defence team. Civilians face challenges associated with being defence professionals not present in the rest of the public service and we are committed to providing them with a healthy, supportive workplace and the mental health and other support they require.
Supporting health and resilience
Serving in the Canadian Armed Forces is extremely rewarding but military service places unique demands and stresses on individual members - stresses that can have a profound impact on all aspects of health, from the psychological trauma that can be experienced on deployment to the strain that frequent relocation puts on individuals, families, personal relationships, finances and social networks.
Compared to the Canadian population, military personnel experience higher rates of depression and post-traumatic stress disorder. Suicide rates over recent years have also shown a worrying upward trend. Suicide usually includes an element of mental illness and other stressors that can be aggravated by the rigours of military service, particularly if appropriate supports and services are not sought or in place.
Mental health and suicide are complex issues that have no easy solutions. However, we are committed to continually improving our approach and providing the best possible care and support. Mental health is a critical aspect of overall health. This includes employing progressive, evidence-based practices and technology and forming cooperative relationships with world-class leaders in mental health to continue to improve care and deepen our knowledge and expertise in this important area. In particular, we must and will do a better job in providing adequate care and treatment for personnel suffering from critical stress response injuries, running the gamut from mild battle stress to Post-Traumatic Stress Disorder (PTSD).
Canadian Armed Forces members also face challenges with Operational Stress Injuries (OSI). This term is used to describe any persistent psychological difficulty resulting from operational duties performed in the Canadian Armed Forces and can include a wide range of problems such as anxiety disorders, depression and PTSD, as well as other conditions that may be less severe but still interfere with daily life. OSIs are complex psychiatric conditions, many of which are not well understood. Recognizing this, the Canadian Armed Forces provides a wide range of programs and services focused on the prevention and treatment of mental health issues, including seven specialized operational trauma and stress support centres across Canada that provide evidence-based medical treatment for OSIs.
The Canadian Armed Forces has come a long way in changing internal attitudes to these injuries, removing the stigma and career stress that once dissuaded some from reporting them. But much more work needs to be done. That includes caring for those currently serving, and those who have served in the past and are now struggling to cope with the demands of civilian life.
Effective support and services will help the Canadian Armed Forces be more resilient in the face of challenges and enhance operational readiness. We are committed to modernizing the Canadian Armed Forces Health System, removing barriers to care including eliminating the stigma associated with getting help, and ensuring all necessary tools are in place to identify and provide appropriate care to those who need it.
To improve the resilience and health of its members, the Canadian Armed Forces will:
Augment the Canadian Armed Forces Health System to ensure it meets the unique needs of our personnel with efficient and effective care, anywhere they serve in Canada or abroad. This includes growing the Medical Services Branch by 200 personnel.
Implement a joint National Defence and Veterans Affairs Suicide Prevention Strategy that hires additional mental health professionals and implements a joint framework focused on preventing suicide across the entire military and Veteran community.
Remove barriers to care, including creating an environment free from stigma where military members are encouraged to raise health concerns of any nature and seek appropriate help when they need it.
Promoting a culture of leadership, respect and honour
The Canadian Armed Forces is fully committed to providing a workplace free from harassment and discrimination. In addition to a range of gender, diversity and inclusion initiatives and the Total Health and Wellness Strategy, we will continue to fully implement the recommendations of the Deschamps Report on sexual misconduct in the military, in addition to continuing defence ethics and leadership programs, and other initiatives related to inclusivity, diversity and respect.
The progress achieved to date in meeting the recommendations of the Deschamps Report is a clear demonstration of the Canadian Armed Forces' commitment to eliminating and preventing harmful and inappropriate sexual behaviour and sexual offences within our ranks. This began with the unequivocal acknowledgement by senior military leadership that inappropriate sexual behaviour is a serious and unacceptable problem that exists in the Canadian Armed Forces. This policy affirms our commitment to work towards solutions that result in positive and enduring culture change.
Positive culture change requires a commitment to promoting the respect of all members as equal contributors to the Canadian Armed Forces community. Until this culture change is fully realized, the first priority will remain on taking better care of victims and survivors with responsive, individualized support. The Sexual Misconduct Response Centre has been established as the first-ever dedicated independent support centre for Canadian Armed Forces members and provides victims with options to reach out for information and support in a confidential manner. Resources across the Canadian Armed Forces – from health services, to chaplains, to the Ombudsman and senior leadership, as well as military police and the military justice system – have also been enhanced and more improvements are forthcoming.
To ensure that results are achieved, monitoring and measuring mechanisms have been put in place. The Defence team is providing regular updates on its progress in addressing this important issue. Adjustments will be made as necessary to ensure that a positive culture change is achieved.
Enhanced investigation and prosecution of sexual offences
The Canadian Armed Forces is committed to improving the way it investigates and prosecutes sexual offences and has implemented a number of initiatives towards this end, including:
the creation of Military Police Sexual Offence Response Teams. Members of these teams receive specialized training in investigating crimes of a sexual nature including the latest forensic and interviewing techniques;
broader training to Military Police to help meet the needs of victims and survivors while also collecting the necessary evidence;
measures to ensure that sensitive information collected during investigations is protected from unnecessary disclosure so that victims and survivors have the confidence to come forward;
new direction from the Director of Military Prosecutions to military prosecutors to help minimize the trauma to victims and survivors during court proceedings and to ensure they are treated with the appropriate sensitivity; and
ongoing training for military prosecutors to enhance the prosecution of sexual offences in line with leading best practices.
The Canadian Armed Forces is committed to effectively investigating and prosecuting these serious crimes and will continue to explore further initiatives to enhance its ability to support victims and survivors and bring perpetrators to justice.
Operation HONOUR: Institutionalized culture change
In March 2015, Justice Marie Deschamps released the findings of her external review of Canadian Armed Forces policies, procedures, and programs in relation to sexual harassment and sexual assault, including the effectiveness with which these policies are currently being implemented. Her report included 10 recommendations to drive a culture change in the Canadian Armed Forces and address the situation. These recommendations were accepted in full by the Chief of the Defence Staff and their implementation has been institutionalized across the Defence team under Operation HONOUR.
Operation HONOUR is the Canadian Armed Forces mission to eliminate harmful and inappropriate sexual behaviour in the Canadian military that is based on the principles that:
every woman and man who serves their country deserves to be treated with dignity and respect – anything less is simply unacceptable; and
any attitudes or behaviours that undermine the camaraderie, cohesion and confidence of serving members threatens the Canadian Armed Forces' long-term operational success.
Operation HONOUR seeks to effect a positive institutional culture change in the Canadian Armed Forces through four lines of effort:
understanding the issue of harmful and inappropriate sexual behaviour;
responding more decisively to incidents;
supporting victims more effectively; and
preventing incidents from occurring.
To eliminate harmful behaviours and ensure a work environment free from harassment and discrimination, the Defence team will:
Complete the full implementation of the 10 recommendations of the Deschamps Report through Operation HONOUR.
Provide a full range of victim and survivor support services to Canadian Armed Forces members.
Deal with harassment complaints in a clear and timely manner by simplifying formal harassment complaint procedures.
Be open and transparent with Canadians and members of the Canadian Armed Forces in communicating progress on this important issue.
Supporting military families
Military families are the strength behind the uniform. Family members of Canadian Armed Forces personnel share in the stresses and strains resulting from deployments of their loved ones into dangerous operational duty, and the prolonged separations they entail. They also make important sacrifices and face challenges associated with frequent relocation such as finding new family health care providers, re-establishing childcare, moving children between schools and education systems, professional licensing, and dealing with inconveniences such as changing drivers' and vehicles licences when moving between provinces. They must also deal with the financial instability resulting from frequent moves, whether it be the loss of employment, different tax systems or changes to post-living differentials.
Families are the major source of support and strength to Canadian Armed Forces members and integral to our military success. Military families make an incredible contribution to the operational effectiveness of the Forces and must have access to the support and services they deserve, to cope with the unique challenges and stresses of military family life. The implementation of a Comprehensive Military Family Plan will go a long way to minimizing the disruptions associated with frequent relocation.
The Canadian Armed Forces is committed to enhancing the support we provide to the families of military members, including through the front-line service provided by Military Family Resource Centres.
To improve support and services offered for military family members, the Defence team will:
Implement teams at Wings and Bases across Canada, in partnership with Military Family Resource Centres, to prevent and respond to gender-based violence
Improve access to psychological services through social workers and referrals to community programs and services.
Develop a Comprehensive Military Family Plan to help stabilize family life for Canadian Armed Forces members and their families who frequently have to relocate. This includes:
Providing an additional $6 million per year to modernize Military Family Support Programs, such as Military Family Resource Centres, to provide better support to families when members are deploying or during periods of absence;
Establishing relocation expertise to help military families find and access the services they need in a new community; and
Working with federal, provincial and private sector partners to improve the coordination of services across provinces to ease the burden of moving.
Reinventing transition
Life as a member of the Canadian Armed Forces is a process of continuous transition, from the moment a person steps into a recruitment centre to the day they take off the uniform, and beyond. Through their careers, military members will take on different jobs, get posted to various bases across the country, participate in training exercises, and deploy on operations at home and abroad. Putting service before self – the ethos of the Canadian Armed Forces – involves frequent life changes, which can place significant stress on our members and their families. These stresses are particularly acute for those who suffer illness or injury that prevents them getting back to active duty. That is why, when it comes to the transition out of uniform, we need to work with Veterans Affairs Canada to provide the best possible care and support to our military personnel.
While recruits receive a lot of personalized attention as they train and develop into sailors, soldiers, and airwomen and men, the same approach does not exist for members leaving the military. This defence policy is correcting this not only because it is the right thing to do, but also because caring for our own is critical to ensuring that we can attract and retain Canada's best and brightest.
This policy reinvents the way we approach transition. It ensures that members receive the professional, customized, and personalized support they need as they transition to post-military life. This will ease their adjustment, and help them continue to live productive, meaningful lives.
To deliver dedicated professional and personalized support to all Canadian Armed Forces members, including those in transition, the Canadian Armed Forces will re-establish a Personnel Administration Branch of experts in military human resources management. A new Canadian Armed Forces Transition Group, commanded by a General Officer, will be established. All military personnel will use the services of this group, where the professional staff will ensure that all pre-release and pension administration is completed, and benefits are in place, before the transition to post-military life. This group will also make sure that retired members are aware of and/or enrolled in career transition programs offered by the Defence team and Veterans Affairs Canada as well as third-party service providers, such as vocational rehabilitation, individual career counselling, job search placement, and financial literacy.
All retiring members require transition support, but the needs are most acute for our ill and injured. The Canadian Armed Forces Transition Group will look after ill and injured personnel with the goal of returning them to active duty. For those who cannot continue wearing the uniform, the Transition Group will provide personalized, guided support centred on the unique situation and needs of individual members. This is critical to the well-being of our personnel.
As we work to help those who are leaving military life, we are fully committed to collaborating with Veterans Affairs Canada to close any remaining gaps between the support and services offered by our respective organizations to ensure our members continue to receive the uninterrupted care and attention they need and deserve. Leaving the Canadian Armed Forces is a major life change and can be stressful for members and their loved ones. Working with the members and their families, the professional staff of the Canadian Armed Forces Transition Group will ensure they are ready for the changes ahead of them.
To better meet the needs of all retiring personnel, including the ill and injured, the Defence team will:
Establish a Personnel Administration Branch of experts in military human resources and personnel administration to focus and improve military human resource services to all Canadian Armed Forces members.
Allocate some of the growth in the Medical Services Branch to support transition care.
Create a new Canadian Armed Forces Transition Group that provides support to all members to seamlessly transition to post-military life. This Group, commanded by a General Officer and staffed from experts in human resources and personnel administration, will be approximately 1,200 personnel strong and include specialized staff and holding positions for ill and injured who are preparing to return to duty or transition out of the Canadian Armed Forces. The Group will provide a fully engaged, personalized, guided support to transition all Canadian Armed Forces members, with special care and attention being provided to those who are ill or injured, including those with psychological or critical stress injuries.
Ensure that all benefits will be in place before a member transitions to post-military life.
The Chief of the Defence Staff is the authority to designate named operations.
This measure, which also applies to police, will be retroactive to January 1, 2017. The change requires an amendment be made to the Income Tax Act. Notice of this intent has already been given.
Message from the Minister of national Defence
Message from the Minister of Foreign Affairs
Message from the Minister's Advisory Panel
2. Long-term investments to enhance The Canadian Armed Forces' Capabilities and capacity to support Peace and security
3. Fixing defence funding
4. Global context
5. Strong, Secure, Engaged – Articulating a new vision for defence
6. A new canadian approach to defence: Anticipate. Adapt. Act.
7. Global Defence Engagement
Annex A: Financial Transparency
Annex B: Overview of long-term funding commitment to Canadian Armed Forces capabilities
Annex C: Gender-based analysis plus and the Defence Policy Review
Annex D: Summary of New Initiatives