Introduction

This procedure describes the Performance Management and Discipline Management process for Scouters that do not meet our expectations.

This procedure does not apply to:

1. Parents and other adults who volunteer to assist Scouters, but who are not members of Scouts Canada
2. Complaints involving youth protection matters, which must be dealt with according to the Youth Protection Reporting Procedure
3. Situations in which individuals disagree with a Scouts Canada policy or procedure, which will be dealt with by the Scouts Canada Help Centre
4. Serious complaints about allegations of organizational financial or resource mismanagement, which must be dealt with according to the Member Disclosure Protection (Whistleblower) Policy and Procedure.

Our Commitment

In Scouts Canada, we believe all Scouters and members deserve to be treated fairly and receive performance coaching and support to be successful in their role. We also believe that performance or behaviours inconsistent with our Scouts Canada values, role expectations and Code of Conduct must be intervened on appropriately and resolved in a timely manner. In rare circumstances, individuals will be reassigned to different roles, suspended for investigation or terminated depending on the severity of the non-compliance.

Our Procedure

1. Scouters will receive regular feedback about their performance and our expectations as defined in the appropriate Code of Conduct.
2. When a Section Scouter or Group Committee Scouter violates the Code of Conduct, or their performance or behaviours are below the expectations of their assigned role, their Group Commissioner determines whether performance coaching and support or an official disciplinary reprimand is required. The Group Commissioner must inform the Council Key 3 of the decision to provide coaching/support or an official reprimand.
3. When a non-section Scouter or non-Group Committee Scouter does not meet our expectations, a Council Key 3 member or assigned delegate determines whether performance coaching and support or an official disciplinary reprimand is required.
4. When a Council Key 3 Member, National Support Scouter or National Shared-Service Scouter does not meet our expectations, a National Key 3 member or assigned delegate determines whether performance coaching and support or an official disciplinary reprimand is required.
5. In all cases, a record of all efforts undertaken to provide guidance to a Scouter should be maintained.
6. When a reprimand is issued, it must be in writing and recorded in a ScoutsSafe form.
7. When repeated coaching, training, and support do not help the Scouter meet our expectations, the responsible Commissioner will explore with the Scouter reassignment to a different role.
8. When a Commissioner believes that one or more official warnings for repeated violations of the Code of Conduct warrants the termination of a Scouter’s membership, the Commissioner must:
   1. Submit the report to the Council Key 3.
   2. The Key 3 will submit approved reports to the Safe Scouting Department. The Safe Scouting Department will present it to the National Review Board for consideration.
   3. Inform the Scouter that the matter has been referred to the National Review Board. The explanation must be in writing.
9. The Scouter will be informed of the decision of the National Review Board along with the procedure for appealing a termination.