EdinburghNLP/nunavut-hansard-plusplus huggingface dataset:
Recommendations will be presented to Human Resources senior management and Deputy Ministers’ Committee and some recommendations will require approval from the Nunavut Employees Union.
Can you give the members an update on the casual staffing audit and how it went and what kind of recommendations are coming out of there or have come out of it?
Hon. Louis Tapardjuk (interpretation): I will have my deputy minister respond, Mr. Chairman.
The member is correct. There was a casual staffing audit that was done. A number of recommendations came out of it and some of those responses are contained in the response to the standing committee and in the letter, and this issue was raised there as well.
There are a couple of matters that are before the union as we noted with regards to changes in some of the terminology about the use of casual employment.
There were a number of administrative changes that were made, including the addition of more resources to deal with casual staffing as well as reference checks and those kinds of things mainly on the administrative side to ensure that our casual staffing process had similar accountability and transparency as well as level of rigour as our permanent staffing process does.
I thank the minister and Mr. Tootoo for that.
Casual staffing has been an issue for a number of my constituents for quite a few years but I hope that will improve the process that you just outlined.
You mentioned also on the same page, there’s a tracking system that has been developed for the casual employment opportunities in Iqaluit.
Are you going to be doing the same in the other communities in Nunavut, implement a tracking system?
Hon. Louis Tapardjuk (interpretation): Thank you, Mr. Chairman. This was only developed for Iqaluit but in the future all the other communities will have a similar tracking system set up. At this time it’s only for Iqaluit but we are also working on having the other Nunavut communities set up a tracking system, Mr. Chairman.
One of your priorities for 2007-08 is to conduct ongoing compliance audits for delegated recruitment of Nunavut Arctic College and Health and Social Services nursing positions.
Could you expand a little bit on what that priority means? Are there problems in those two organizations with the way they hire under delegated recruitment, or do you just want to ensure that they’re complying with the delegated recruitment process?
Hon. Louis Tapardjuk (interpretation): I will refer this question to my deputy minister, Mr. Chairman.
The audit of delegated staffing authority is an ongoing thing. It’s not because there are particular issues that we’ve noted anywhere in any of the delegated authorities.
It’s a regular course of business.
When we audit, it’s on a test basis.
We would go in and we would look at certain competition files randomly chosen, and determine whether or not those files have gone through the process, followed the Priority Hiring Policy, make sure that the interviews were done and that all of the documentation exists for questions and answers in the interviews and that the competition was awarded appropriately; and if there are any appeals; what the grounds of the appeals were.
Whether the appeals were upheld or denied. Those are the kinds of things that we review in our audits.
If in the course of your audit, if you detect any irregularities, what are the next steps?
Hon. Louis Tapardjuk (interpretation): I will refer the question to my deputy minister.
As with any other form of audit, an audit report is generated and if there are concerns raised within that audit report it’s discussed with management of the organization.
If that’s Nunavut Arctic College, if it’s Department of Education, or if it’s the Health and Social Services, we would meet and discuss the areas of concern in the audit and provide any training or support necessary to ensure that those areas of concern are addressed.
It certainly sounds like there’s a rigorous ongoing compliance. We do have to have faith in the Human Resources department because there are well over 3,000 employees. There’s a lot of work in that area.
How many employees would you have engaged in monitoring compliance with the delegated recruitment? Is that one employee; is that six?
Do you have a special division in there to ensure there is compliance to delegated recruitment?
Hon. Louis Tapardjuk (interpretation): Yes, I will refer this to my deputy, Mr. Chairman.
We have staff located here in Iqaluit to review the headquarters files. We also have staff in Igloolik, Cambridge Bay, and Rankin Inlet to do the reviews in those regions.
I am not certain of the exact number of all of those employees. There are delegated employees within the Staffing Division here in headquarters and within each region that are qualified to go and do audits of the staffing process where we have delegated that authority.
I thank the minister and Mr. Victor Tootoo for that information.
In the last three reports we saw from the department, dated September 30, 2006 identified a total of 732 positions vacant across the Government of Nunavut.
That is a vacancy rate of approximately 20 percent. That seems to be the number we’ve been dealing with for the last three years, 20 percent vacancy rate.
I am wondering if the minister could tell us when he, or the Government of Nunavut, realistically expects the employment in the Government of Nunavut to reach 90 percent in its positions.
Hon. Louis Tapardjuk (interpretation): Yes, I will refer that to my deputy minister.
The member is quite accurate that the current statistics show the same vacancy rate as the last set of statistics showed.
Personally, I find that a bit encouraging given the state of the Canadian economy and the competition for scarce resources, and the qualified individuals that we have with places like Alberta where it is booming and they’re basically hiring thousands of people from all the country and paying perhaps more competitive wages and salaries in the private sector than can be offered through the public sector.
As to our guess, it depends on a number of factors. As members know, and I’m certain that the minister has pointed out, there is a nursing shortage across the world, and not just across Canada, and those are affecting our recruitment efforts in that area.
There is a dearth of qualified financial managers, accountants, throughout the country and that is affecting our recruitment of people in that area.
And the economy of the country in other areas; are all factors that will play into our efforts to recruit, retain, and increase that number, so that we would have a 90 percent retention, again, only a 10 percent vacancy rate.
I couldn’t hazard a guess as to when that might be, but we continue to make best efforts to ensure that we move forward with that progress as we continue to negotiate our collective agreements with the unions to have those signed and agreed to, and the other areas in our department, where we look at other things that we can do as a government to retain and to recruit staff.
I guess an obvious question then is if it’s around 20 percent in the last few years, my question becomes why departments are allowed to increase their number of positions in organizations if almost every one out of every five Government of Nunavut positions is vacant and has been. The numbers are consistent; year after year, 20 percent.
The member is quite correct that the actual percentage has remained the same but if you looked at the sheer numbers, we have more people employed in the Government of Nunavut than we did two years ago.
So the fact that the vacancy rate has remained the same, while the numbers have increased over time, means that we are recruiting and retaining more staff. The process for increasing staff and for changes to the level of person-years is done through the Cabinet and Financial Management Board submissions, and through the budget process. Those are all discussed here in the House.
We as a department do not control the number of person-years in other departments, nor do we control the resources. We merely assist them in recruiting and retaining for those positions.
Earlier I mentioned 732 positions across Nunavut were vacant. The interesting anomaly in that is that approximately 42 percent of those vacant positions are here in Iqaluit.
That works out to being about 311 positions.
The other interesting anomaly is only 33 percent of the Iqaluit-based Government of Nunavut positions are presently filled with beneficiaries.
I think reading through your report; it’s the lowest in Nunavut of the 25 communities.
I’m wondering if the minister could give us some information on what specific factors account for the relatively low levels in Inuit employment in the Iqaluit-based positions.
Hon. Louis Tapardjuk (interpretation): In Iqaluit the number of beneficiaries who work in Iqaluit is the lowest. There are various reasons.
The Nunavut Government has an office here in Iqaluit and when you try and recruit Inuit employees we fight over the qualified Inuit. There’s Nunavut Tunngavik Incorporated and they want to have the best staff.
And then there is Qikiqtani Inuit staff. They also have an office here and they want the best qualified people to work for them.
And then there’s the federal government who also has an office here and they want the best, too.
There are a lot more job opportunities and they want the best qualified beneficiaries and we try and recruit the best qualified beneficiaries. Even in human resources there is an Inuit Employment Division that does the planning and training. We are trying to develop this.
We have a concern here in Iqaluit; there are not enough Inuit who are qualified so that is why we have come up with internships, training manager.
The Government of Nunavut is not the only employer, there are a lot of other organizations that also want the best qualified beneficiaries and there are not too many of them so we tend to fight over them.
That is why the number seems to be lower but we are always pushing to get a policy so that we can attain the number and we will be working on it.
Human Resources. Staffing.
I’d like to ask the minister on the Staff Housing Policy.
All the staff that are in GN housing do they all pay rent?
Hon. Louis Tapardjuk (interpretation): Thank you, Mr. Chairman. That would be the responsibility and I’ll ask the Minister of the Housing Corporation if he can respond.
I didn’t hear his question, if he can repeat his question.
Chairman (interpretation): Mr. Curley, can you repeat your question, please.
Mr. Curley (interpretation): My question was under the Staff Housing Policy.
Since it has been implemented, are all the GN employees who are in staff housing pay rent?
Minister Akesuk this was deferred to you.
All the GN employees, if they are in staff housing, pay rent, if they’re in a Housing Corporation unit.
Mr. Curley (interpretation): Thank you. There is Government of Nunavut housing. The housing that is not under the Nunavut Housing Corporation; are they under one now because whether it is Government of Nunavut staff housing or ... so an employee pays rent if they’re in a staff housing unit.
Chairman (interpretation): We will get into the Nunavut Housing Corporation once we complete Human Resources. Mr. Tapardjuk.
Hon. Louis Tapardjuk (interpretation): We only deal with Human Resources. We don’t deal with any kind of staff housing at all because that is the responsibility of the Nunavut Housing Corporation.
Mr. Curley (interpretation): Thank you. So, there are no housing benefits.
Because it indicated (interpretation ends) it comes with housing, staffed position, (interpretation) and once they advertise that housing is provided … it isn’t like that anymore?
Hon. Louis Tapardjuk (interpretation): I’ll let my deputy respond.
My understanding is that the Nunavut Housing Corporation has a Staff Housing Allocation Committee, and they are the ones who determine which positions get advertised with or without housing here in Iqaluit.
And our role is that we take direction from that committee; when we advertise the position, if it’s with housing, then that’s the information that comes from the Staff Housing Committee which is chaired by employees in the Nunavut Housing Corporation who are responsible for staff housing, as well as the Staff Housing Policy.
Mr. Curley: There is a relationship with the staff housing... I don’t think we can call it a benefit now, but long ago positions used to come with housing and these were much more attractive to people that are applying for government positions.
So, am I correct in saying now that Human Resources has no involvement whatsoever in establishing a policy that any position comes with housing? Or whether it is medical personnel, if you guys are responsible for recruitment of these people, who determines whether or not housing should come with a certain position? How is that determination being made?
As he stated, there is a Staff Housing Committee which is under the Nunavut Housing Corporation, and the Nunavut Housing Corporation will be there, and we are not dealing with housing. We are under Human Resources.
Yes, then I understand, whether it’s a manager or minister... so it’s not up to the staff to indicate whether housing will come with it, only the committee.
So, it’s only the Staff Housing Committee who has to the authority to say if a housing unit will be provided.
Hon. Paul Okalik (interpretation): Thank you, Mr. Chairman. We were told this is the responsibility of the Nunavut Housing Corporation not by the Human Resources.
Nunavut Housing Corporation will be at the witness table right after Human Resources and this can be discussed then.
Mr. Curley (interpretation): I’d like to ask the Minister of Human Resources so they can’t recommend to the housing committee because I am wondering if they are capable of making policies.
If the job requires housing, I know I will be raising the same question but I don’t know if they can make policies under professional services.
Hon. Louis Tapardjuk (interpretation): The Nunavut Housing Corporation has the responsibility and the departments because they’re the ones once the job comes out they decide what benefits they’ll have.
If it’s identified by the department then they give that to us then it is the responsibility to take that but the staff housing part is handled by the Nunavut Housing Corporation.
We will be going to the Nunavut Housing Corporation right after Human Resources, so at that appropriate time you will be answered.
Mr. Curley (interpretation): But I wanted to be responded to. I don’t think the Nunavut Housing Corporation has the authority to make policies, I thought it was up to the Cabinet which positions require housing?
We’re told that one of the difficulties in retaining medical staff is because there is no housing.
If we can get an idea if it’s not the Human Resources, or Nunavut Housing Corporation, or the Minister of Health.
The doctors position if it’s advertised, who decides if it requires staff housing?
At this time this department cannot respond on behalf of the Nunavut Housing Corporation so I think we need more direction. Mr. Picco.
Specifically, on issues around housing and staff housing, that is under the daily work of the Minister of Housing.
The Minister of HR, as the agency that hires all positions in Nunavut for the government, has a small role to play in the housing issue.
It is not part of the collective agreement in Nunavut. It is not part of any job offers decided by that tribunal of people when they’re looking at hiring people.
So the member’s questions on housing, who decides, what job is housing, that’s all a part of the group when they are looking at the hiring process, itself. Local hires, indeterminate hires, and so on. However, for the purpose of our budget here today, and for the next couple of days, the Minister for Staff Housing would be in a position to answer those questions when his budget is up in the House.
Chairman: Thank you, Mr. House Leader. Mr. Curley.
Mr. Curley (interpretation): Thank you. I would like to ask the minister; some departments have essential staff and we are in a shortage of staff and there are vacant positions.
I would like to get clarification.
Is having no staff housing part of the reason why there are vacant positions? Is that one of the reasons why you can’t fill the positions of the nurses and the doctors? Is it the same reason as the other departments, because there are a lot of vacant positions?
For medical health professionals, such as doctors and nurses, as the Minister of Human Resources we have given the authority to the Minister of Health and Social Services.
Human Resources authority has been given to the Minister of Health and Social Services, and to the Minister of Education.
For the hiring of teachers and doctors and nurses, these are the essential employees so these departments are responsible for hiring and staffing for the nurses and others.
Branch Summary. Staffing.
Mr. Barnabas (interpretation): Thank you, Mr. Chairman. I have one small question.
Last winter, when we met with the Minister of Human Resources, I urged the minister in the smaller communities, if he could hire summer students to work in government departments.
During summer break, students have no place to go, and no place to work. Some students end up receiving income support during the summer because there are no employment opportunities.
I was wondering if the minister can update me in regard to the hiring of summer students in the smaller communities, the communities that are not decentralized.
We ask the departments how many students they can hire during the summer.
For example, the Department of Education, how many students can you hire for the summer?
We hire summers students based on the departments’ needs, and that’s how it’s set up.
I’ll conclude with that. Thank you, Mr. Chairman.
I want to be fair to everyone, to all the students but they usually hire in the smaller communities and in the larger centres in the communities they usually hire the students that are related to them.
How are you going to deal with nepotism? So they don’t hire the relatives of the staff of the GN. Thank you, Mr. Chairman.
Hon. Louis Tapardjuk (interpretation): Yes, we encounter this problem. We are aware of this problem, and we know about it.
In the government policy it states that government employees cannot hire their relatives, just like their father, daughter, or mother, and others. They are not allowed to hire their relatives.
It is quite difficult in the smaller communities. Even in the larger communities, that is what happens with some of the departments.
For, example, if there is a government employee, and there is an employment opportunity open, and they ask an individual Government of Nunavut employee, “Who can we find as an appropriate employee,” and that individual, I’m sure, would look into hiring his or her relatives.
This is not allowed and we do not encourage that.
I am sure we will have to consider it carefully.
We usually ask the departments if they can hire summer students and how many they can hire.
Once they identify that we can start working on that.
Mr. Barnabas (interpretation): Yes, I clearly understand that in the smaller communities it becomes difficult.
Even in the elected entities.
Thank you, Mr. Chairman for allowing me to speak to this.
Chairman: Human Resources.
Total Operations and Maintenance. $5,081,000.
Chairman: D-7.
Total Operations and Maintenance. $2,773,000.
I think Community Operations is on this page, Qikiqtaarluk, Kivalliq, and Kitikmeot regions have offices in Igloolik, Rankin Inlet and Cambridge Bay.
Is there an office in Iqaluit as well?
Hon. Louis Tapardjuk (interpretation): Yes, in Iqaluit we have our headquarters.
Does the Iqaluit office perform many or the same functions as the offices in Igloolik, Rankin Inlet and Cambridge Bay?
Yes, the headquarters operation is contained in other areas of our budget. This is for the three regional offices.
We do provide the same services as we do in community operations.
In Cambridge Bay, the office serves the entire region, including Cambridge Bay. Why would you have an office in Igloolik serving Igloolik and the entire Baffin region?
Why do you have to have two offices doing essentially the same thing?
The Igloolik office serves the Baffin region.
The headquarters office serves Iqaluit for staffing and also serves the entire region for staffing.
By that, I mean our director of staffing is located here at the headquarters office, and that division provides support to all the regional offices.
We have an Employee Relations Division here in Iqaluit at the headquarters that provides programs and services to the entire region through our regional offices. We have a number of other divisions within our department that do the same thing, and our headquarters is located here in Iqaluit.
A large portion of the staffing activity for our territory is here in Iqaluit because of the large numbers of staff located here in the capital.
Mr. Peterson: Thank you, Mr. Chairman. I thank the minister and Mr. Tootoo.
Just to clarify then; if there is a vacant position in Iqaluit, the Igloolik office is not involved in the competitions from your interviews through to eventual hiring and relocation?
Would that be a fair assessment of what I see here on this page, and from what Mr. Tootoo told me?
Hon. Louis Tapardjuk (interpretation): I will refer this question to my deputy.
Chairman (interpretation): Mr. Victor Tootoo.
Yes, that is my understanding as well. The member is correct, that if there is a staffing action for here in Iqaluit, then normally the Igloolik office would not be involved with that.
I thank the minister and Mr. Tootoo for that answer.
Given the large number of vacancies in Iqaluit, it concerns me that perhaps the Iqaluit office could be more proactive. I know what the minister said earlier, there’s lots of competition.
But, perhaps the Iqaluit office should devote a considerable amount of their time to understanding why there are so many vacancies in Iqaluit and undertake to increase those numbers.
I know that if we had a large vacancy rate like that in Cambridge Bay, there would be a lot of upset people. But, if you have two offices in the Baffin; Igloolik and Iqaluit, and Iqaluit is concentrating on one community, I would think that they should be able to devote a lot more time and energy to recruiting and hiring, staffing those positions, and retaining the positions.
I wonder if the minister or Mr. Tootoo could comment on that.
Hon. Louis Tapardjuk (interpretation): I will get my deputy to respond to the question.
If the Staffing Division here in Iqaluit, as well as other areas of our department were devoted more resources, we could certainly do more work. There is no question about that.
I can understand the member’s concern about the level of vacancies here in Iqaluit, but I do know that our staffing officers and staffing consultants, as well as the director of staffing here in Iqaluit, handle two to three times the industry average of competitions.
Therefore, they don’t have a lot of spare time to try to address some of the more further looking problems.
That is why we have our policy folks, and that’s why we have other areas of our department to try and help them in that area.
I think that the folks in the staffing division here in Iqaluit are extremely busy. I don’t think that; I know that.
I do know that they also have the same concerns that the member has raised, and so does our minister.
Our minister has spoken to me about this on a few occasions as well, and we do what we can with the resources that we have.
If some of the factors change, as I noted earlier, like things in the Canadian economy, and the shortage of professionals, then we won’t be doing so much staffing, and we will be able to do more proactive things like the member has raised.
We do take that as a serious concern and we are striving towards those goals.
I thank the minister and Mr. Victor Tootoo for that answer.
I’ll apologize to the Staffing Division. I am not saying they are not working. I think maybe more could be done.
Maybe you have to have a meeting internally to channel more resources to their sector to help them in their recruitment efforts.