Social Reconciliation, Just Peace, and Development Research Group - Noon Seminar -Ten years of Informal Conflict Management System (ICMS) in the Federal Public Service

Noon Seminar Report

Ten Years of Informal Conflict Management System (ICMS) in the Federal Public Service

(Presentation in English - bilingual discussion)

October 1, 2015

Time: 12 p.m. to 1:15 p.m.

Speaker: Yves Perreault, Manager in the Office of Informal Conflict Management

Items Discussed:

Informal Conflict Management System in the Canadian public service is an early approach to conflict prevention, management and resolution. The Office of Informal Conflict Management (OICM) uses interest-based methods such as coaching, facilitation, mediation and group intervention. They emphasize that conflict management is meant to be voluntary, a confidential process, and without prejudice. Client satisfaction is very high, as neutrality, confidentiality and impartiality are respected throughout the process. This demonstrates that the OICM is valued and necessary within the public service. However, the OICM is facing difficulties, as there is a shortage of practitioners. Only one practitioner is available for every of 2,388 employees of the public service. It is equally difficult to recruit people for the position of informal conflict management positions, as there are gaps in terms of the necessary qualifications and skills. Perreault highlights that there is an interest on the part of students to work in informal conflict management. As a result, there is an interest shown on the part of the OICM as well. There are a number of proposed methodologies to increase the likelihood for students to be able to access the field of informal conflict management within the public service. One of these initiatives includes the implementation of a skills development plan for junior practitioners, creation of collaborative linkages between the OICM and Universities, and including a course based on practice within the curriculum.

Feedback of Attendees:

Learned about the differences between mediation and facilitation; attendees would like to learn more about how conflict management is practised at the community level, the practice of alternative justice programs and conflict resolution applied to the international context.
Attendee was grateful for presence of individuals outside of the university – allowed for broader discussion and gave an idea of what the field really consists of.
Attendees reported that knowing the necessary practical skills and the possibilities for internships was most beneficial.
Discussion of the necessary skills and experience required to enter the field was very eye opening.
Future talk suggestions: restorative justice, community healing approaches after violent conflict, and practical tools used in conflict management.
Suggestion for future seminars: More in-depth presentation on group and conflict management resolution in the workplace, creating an internship program with the government/other organizations and how to deal with emotions with trying to resolve conflict.

Overall impression of attendee feedback:

Found the seminar very useful, in particular receiving specific instructions on skill sets and questions to ask when one enters the process of conflict management.
The emphasis on the practical side of conflict resolution was very much appreciated overall.
Attendees seemed to appreciate the out-of-class educational experience.