EdinburghNLP/nunavut-hansard-plusplus huggingface dataset:
For the last year or so, we have been working on a strategy. I just happen to have it here and it’s called the human resource strategy. It’s a joint effort of the departments of Finance and Human Resources to put together training profiles and job descriptions to train financial administrators and accountants not just in the Department of Finance but in all of the government departments throughout Nunavut.
Internally, we have identified $2 million that we have transferred, but we found in our own department through a reduction of person years.
We have transferred that money over to the Department of Human Resources, so that training will be commencing immediately.
Sitting in the Gallery is Mr. Scott Marriott. His main job for the Department of Finance is to make sure that this human resource strategy is implemented, so it looks like a positive thing.
We’re looking forward to a lot of government employees getting good, solid training and contributing to a better development of our financial management.
Mr. Aupaluktuq: I thank the minister for that response, Mr. Chairman.
He partially answered this next question, but I just wanted to ask for the record.
The Auditor General’s most recent report to the Legislative Assembly stated that “In our view, the underlying cause of the Government’s lack of progress on our previous recommendations is its limited human resource capacity.
Simply put, there are not enough qualified financial staff to properly carry out basic financial functions.”
What is your strategy to address this issue?
Yes, I’m well aware of what the Auditor General’s comments were.
I met with the Auditor General when she was in town a month or so ago and reviewed what we’re planning to do.
Although she is critical of the Government of Nunavut, she is also supportive of our efforts to try and improve, and we talked about measures like this.
She also recommended in the report that because we don’t have enough financial administrators and accountants, we use consultants. We have been using consultants to help us.
We have one Iqaluit consultant who has been helping us with the public accounts, so we’re making significant progress that way.
Once we get rolling with this human resource strategy, we’re hopeful that that will address a lot of the Auditor General’s concerns about the work that’s being done.
And that’s not to criticize the hard-working financial administrators and accountants who already work for the government, they’re doing a great job, it’s just that we don’t have enough people to do all of the work that has to be done.
I want to start by pointing out that maybe the minister wants to change his priorities for 2009-2010 because one of the bullets he has is “to develop a comprehensive Human Resources Strategy” and if it’s already done, it might be better worded as “to implement” it.
In keeping with the questioning that Mr. Aupaluktuq was asking, how many people are they looking at training through this $2 million?
Going back to his original comment, it’s a timing thing when we write the business plan. So at the time, the plan was to develop for that. After we wrote it, it was completed, so now it’s implemented.
The plan is to train as many people throughout the government as they are willing to take the training.
Early indications are that a lot of people do want to take the training, so that’s a positive thing.
I guess maybe that just shows the efficiency of his department.
My next question is in regard to... it’s nice to know that you are taking as many people as you can, but will this be a certified program?
Will it be linked to Nunavut Arctic College, or Carleton University, or some other agency?
Yes, we like to ensure that the people who are taking courses do get some accreditation towards the training that they get.
I know that within the Department of Finance, we encourage individuals to pursue designations such as certified general accountants and certified management accountants. So this will help them towards those designations.
How is the department promoting this program in terms of going on the radio to advertise it?
I know as MLAs, we can go on the radio and advertise it in the communities, but should we be telling them to contact the Minister of Human Resources’ office or how would that be handled?
Hon. Keith Peterson: Thank you, Mr. Chairman. I thank Mr. Elliott for that very good question.
We haven’t developed the role or strategy, but considering that it’s mainly designed for the Government of Nunavut, all of the government departments, and territorial agencies, there would probably be a lot of internal promotion.
The Government of Nunavut has their helpdesk, and the managers and the directors will be aware of it, so it will be well promoted.
It’s just a matter of us having to wrap our minds around how we’re going to get going to promote and ensure good uptake.
Will the minister be tabling that comprehensive human resources strategy that he has come up with through his department?
We have no problem tabling it, we just don’t know when we will table it; it’s good information though.
Did you want me to make a firm commitment on a date this sitting or by the fall?
I must be doing my job. I’ve got the minister asking me questions now.
Yes, would you be tabling this by the fall?
I thank Mr. Elliott. Mr. Elliott, if you recall, I sat on that side for five years and I used to ask the ministers those kinds of questions. But we’re prepared to table it in the fall and we will make sure it’s done.
What borrowing activities or loan guarantees does the GN anticipate making during the 2009-2010 fiscal year?
Chairman: Thank you, Mr. Schell. Minister Peterson.
We don’t have any borrowing activities planned during this fiscal year but that’s not to say the occasion might not arise.
The GN’s new investment guidelines were tabled in the Legislative Assembly in December of 2006.
How much revenue has the government generated since then through its investment activities?
I thank Mr. Schell for that good question.
I’ll just read it here.
We have a treasury function that was established in 2006 and the investment income generated was $21.78 million of which $11.21 million came from the investment of the Nunavut Housing Trust. And we have estimated that we have earned incremental investment income of about $2.59 million due to the creation of the treasury function.
Mr. Komoartok (interpretation): Thank you, Mr. Chairman. I would like to thank you again for giving me another opportunity.
We were told that there is $2 million set aside for training initiatives.
Pangnirtung is one of the smaller communities and I would like it to be included for the training initiatives.
As I kept saying, when we get a government employee from outside Pangnirtung, probably from the south, we usually see them only when they are on holidays.
Many don’t integrate into the community and some refuse to integrate altogether.
In some ways, they don’t seem to believe in our culture, they don’t take the time to learn our language, and sometimes they put down the lifestyle of the community that they are living in. I don’t want to see that anymore.
There has to be full training provided to local residents so that they can take over these positions and the earnings they provide.
In the beginning, we were told that community members would be the ones being hired into GN positions.
That has not happened. So I would like to see more training.
In some ways, we have been hoodwinked by what was originally promised.
With that, I’m sure that there are people in our communities who would be very interested in taking advantage of the training initiatives that you mentioned earlier.
Your question isn’t related to the contents of page C-6 but even though that’s the case, I’m asking Minister Peterson if he would like to provide a response.
The government-wide training that we’re proposing is mainly related to financial training on government financial systems.
But it is important for people who are coming from down south that they do get some cultural orientation.
That might be something that the entire government should be cognizant of.
Human Resources and the government departments, when new employees are coming to town, take the time to introduce them to the community, to some of the elders, and to some of the events that occur in the community so that they feel like they’re part of the community and welcome them to the community.
I know that in my hometown of Cambridge Bay, several government departments do that already.
They make sure that when new people are in town, they understand all of the dynamics of the community and work, and get involved in volunteer type activities and cultural activities.
So we’re on record as a government that we support our government employees and we also support the communities. Happy employees and happy communities are what we’re trying to achieve with this government. Thank you, Mr. Chairman.
Branch Summary. Financial Management. Total Operations and Maintenance. $2,534,000.
Chairman (interpretation): Thank you. (interpretation ends) We will move on to page C-7.
Branch Summary. Internal Audit Services. Total Operations and Maintenance. $992,000.
Chairman (interpretation): Thank you. (interpretation ends) Branch Summary. Comptrollership. Total Operations and Maintenance. $14,115,000.
Chairman (interpretation): Thank you. Mr… okay, you’re starting to learn from Mr. Elliott?
We will go back to C-3. Pardon me, my mistake.
Branch Summary on page C-9. Centrally Administered Funds. Total Operations and Maintenance. $33,162,000.
The Nunavut Outfitter Liability Protection Fund Act came into force on October 1, 2008.
Under the Act, you’re required to table an annual report in the Legislative Assembly on the administration of the Act.
Last year, $4 million was approved by the Legislative Assembly to establish the fund.
To date, how many outfitters have applied for assistance from the fund?
Hon. Keith Peterson: Thank you Mr. Chairman.
The program didn’t get off the ground until October and the wintertime is not an active time for those types of activities to be proposed.
We’re anticipating that there will be applications this spring and summer, so we will be in a better position in the fall to advise you on the number of applications.
But we will be tabling a report during the sitting on the program to give you an idea of what the program is all about and people who are interested will be able to get a copy of that report.
I don’t have any more names. Branch Summary. Centrally Administered Funds.
Total Operations and Maintenance. $33,162,000.
Chairman: Now we can go back to C-3. Department Summary.
Finance. Detail of Expenditures. Total Operations and Maintenance. $54,883,000.
Chairman: Is the committee agreed that the Department of Finance is concluded?
Chairman: Thank you. I would like to thank the minister and his officials for having to come before the Committee of the Whole. I now would like to ask the minister if he has any closing comments.
I thank the Committee of the Whole for having us here today.
I would like to thank you and all of the members for all your good questions not only today but in the last couple of months in preparation for this sitting.
There has been a lot of hard work by all of us; all of the members, all of the ministers, all departments, all of the Department of Finance officials, and all of the officials in all government departments. I have a lot of people to thank, so I want to thank them all out there.
We started as a government in November and we didn’t really get going until early winter, so we had to go through the capital estimates and we had to go through this process.
We are compressing basically nine months of work into six and a half months, so there has been a tremendous amount of pressure on everybody.
I am very pleased and proud that we’re all able to make our way through this process and we’re all learning along the way.
Mr. Elliott asked questions and you guys are asking good questions, so I thank you for your time today and look forward to continue working with you in the coming years.
Chairman: Thank you, Minister Peterson and your colleagues.
I would like to suggest a five and a half minute break before we move on to Human Resources. (interpretation) Thank you.
>>Committee recessed at 16:46 and resumed at 17:01
Bill 01 – Appropriation (Operations & Maintenance) Act, 2009-2010 – Human Resources – Consideration in Committee
I would now like to ask the Minister of Human Resources, Minister Shewchuk, to make his opening remarks.
Good afternoon, Members of the Committee of the Whole.
I am pleased to appear before you and your committee today to present the proposed 2009-2010 Main Estimates and Business Plan for the Department of Human Resources.
Mr. Chairman, in 2009-2010, the Department of Human Resources has been allocated a budget of $22,367,000, which represents an increase of 24 percent or $4,278,000.
These main estimates and business plan reflect a staff complement of 104 PYs (person years), representing an increase of 7 percent from the 2008-09 main estimates and business plan.
In addition to this staff complement, 16 internship positions are assigned to other government departments in the GN as part of the Sivuliqtiksat Internship Program.
The funding increase is a result of the following factors:
Departmental adjustment for compensation and benefits in the amount of $1,186,000
A fuel price adjustment of $110,000
Self-service support to maintain the Human Resources Information and Payroll System in the amount of $982,000
Training fund enhancement in the amount of $2 million
Before I begin to provide detail on the various branches within the department, I would like to reinforce that the 2009-2010 business plan and main estimates build on our activities and accomplishments while responding to and supporting the priorities identified in Tamapta.
In providing timely services, programs, and advice to our clients throughout the public service, we in the department are all working together for the future of Nunavut.
Mr. Chairman, the Directorate is making incremental improvements to the Human Resources Information and the Payroll System, known as P2K, to provide greater functionality and training for client departments in order to support their efforts in maintaining leave and attendance records.
As well, in consultation with stakeholders, we are pursuing changes to the Public Service Act and supporting regulations, including the introduction of a Code of Values and Ethics to provide employees with greater certainty of expectations and workplace conduct.
The modernized Public Service Act will recognize current human resources practices within the public service, Inuit values and dispute resolution mechanisms, reporting of wrongdoing and the protection from reprisal, while incorporating recent changes that have arisen through the collective bargaining process.
Among these initiatives, the significant increase is attributable to the funding of seven new PYs and additional operation and maintenance expenditures for the Human Resources Information and Payroll System.
The Inuit Employment and Planning Branch continues to coordinate and monitor Inuit employment throughout the GN. As of March 31, 2009, there were 3,837 positions in the GN of which 2,950 positions, or 77 percent, were filled.
Of the filled positions, 1,531 positions, or 52 percent, were occupied by beneficiaries.
Over the past calendar year, capacity in the GN Inuit employment has increased by 1 percent to 52 percent and overall capacity has decreased by 1 percent to 77 percent.
Recruitment, retention, and development of employees continue to be a central priority for this department and the Government of Nunavut as a whole.
We will continue to look for solutions to build upon and improve our services and programs in these areas.
In the staffing, community operations, and job evaluation branches, we continue in the development of ongoing initiatives that focus on providing employment opportunities for beneficiaries, recruitment and selection programs to attract potential employees, as well as technical assistance to departments for job descriptions and advice on organizational design.
The provision of services and programs to the regions and decentralized communities is of vital importance as the Community Operations Branch continues to operate as the outreach arm of the department.
Mr. Chairman, lifelong and continuous learning is crucial to the success of our public service.
To that end, I am pleased to present a significant increase of $2 million in the main estimates, marking a dramatic shift from past budget allotments.
This increase is designated for a key training fund that will support the development and delivery of new programs benefiting all public servants and provide for increased program variety and delivery of training opportunities to more decentralized communities.
Apart from this new training fund, specific training and development programs include the Summer Student Employment Equity Program, the Sivuliqtiksat Internship Program, language and cultural training, as well as learning and development opportunities that are provided for public servants across all departments.
Mr. Chairman, the Employee Relations Branch provides professional employee relations advice and services across the public service.
In close partnership with client departments, we fully recognize that resolving workplace conflict quickly and effectively is critical to the success of the entire public service.
To this end, employee relations will be deploying a new mechanism for the resolution of workplace disputes through the development of an alternative dispute resolution process.
As well, a comprehensive attendance management program will be implemented to assist all employees in identifying clear workplace expectations and guidelines.
Along with rollout of the performance management framework to assist with employee learning and career planning, initiatives continue for the improvement of employee knowledge in the areas of health, safety, and wellness programs.
Mr. Chairman, in the interests of embracing excellence and commitment to reviewing and continuously improving delivery in departmental operations, I wish to draw your attention to two significant activities.
Firstly, the Office of the Auditor General of Canada has commenced an audit of human resources capacity in the Government of Nunavut. This will result in the tabling of a report on human resource capacity in Nunavut to the Legislative Assembly in March of 2010.
Secondly, my department has hired an independent firm to review the organization structure of the department and provide recommendations to improve programs and services.
Mr. Chairman, we have important programs that we are implementing this coming year. Whether it is expanding the variety of training and development opportunities or making performance management operational, we understand the vital necessity of working together for a common purpose and goal.
Our 2009-2010 main estimates and business plan presents the necessary resources and delivery of services required to accomplish our broad mandate to lead in the development of Nunavut’s public service through excellence in human resources management.
Mr. Chairman, thank you for your consideration.
Chairman (interpretation): Sergeant-at-Arms, please escort his officials in.
(interpretation ends) For the record, Minister Shewchuk, please introduce your witnesses.
Hon. Daniel Shewchuk: Thank you, Mr. Chairman and Members.
To my immediate right I have Aluki Rojas, the Deputy Minister of Human Resources, and to my left I have Melinda Janes, the Assistant Deputy Minister of Human Resources.
Welcome. (interpretation ends) The Standing Committee on Oversight of Government Operations and Public Accounts, do you have any comments? Mr. Schell.
I am pleased to deliver the standing committee’s opening comments as we begin consideration of the 2009-2010 Main Estimates and Business Plan of the Department of Human Resources.
The Standing Committee on Oversight of Government Operations and Public Accounts has had the opportunity to meet with the minister and his officials.
The minister was able to provide an update on his department’s proposed expenditures for the 2009-2010 fiscal year.
Members noted that the Department of Human Resources is proposing to increase its budget for 2009-2010 by approximately 24 percent.
This is the largest budget increase since the 2000-01 fiscal year.
Much of the budget increase is in the area of training and general human resource services that will be available to all departments of the Government of Nunavut.
Members were pleased to note that the department will be implementing a new dispute resolution process and an attendance management program.
Mr. Chairman, the GN’s collective agreement with the Nunavut Employees Union was signed in June 2008.
This collective agreement expires in September 2010.
The collective agreement between the GN and the Nunavut Teachers’ Association expires on June 30, 2009.
During the minister’s appearance, the standing committee was advised that the GN has met with the NTA once this year.
Members look forward to seeing further progress in the GN’s negotiations on a collective agreement with the NTA.
Mr. Chairman, an ongoing concern in recent years had been the excessive use of casuals to fill positions on a long-term basis.
The standing committee was pleased to note that according to the GN’s December 2008 quarterly employment report, there were 502 casual positions, the lowest number of casuals since 2005.
The standing committee is supportive of efforts to ensure that casual hiring concentrates on bringing Inuit into the GN’s workforce.
Members also note the provisions in the collective agreement with the NEU regarding such issues as eligibility for benefits after the passage of specified periods of time.
Mr. Chairman, the standing committee notes that a priority in the department’s business plan is to “Develop and implement a new Public Service Act.”
The standing committee looks forward to the introduction of this new Act some time during the life of this Legislative Assembly.
The department’s 2006-07 business plan referred to a review of the Code of Conduct as part of the review of the Public Service Act.
The standing committee is pleased to note that a priority for the department in the 2009-2010 fiscal year is to “Introduce the Code of Values and Ethics.”
During the minister’s appearance before the standing committee, the issue of whistle-blower protection was raised. Members were pleased to receive a commitment that the department will also consider whistle-blower protection as part of the new legislation.
Mr. Chairman, the GN pays an annual bilingual bonus to some employees.
According to the 2006-07 Public Service Annual Report, 787 GN employees received a bilingual bonus as of March 31, 2007.
On March 5, 2008, during the Committee of the Whole’s consideration of the department’s 2008-09 main estimates and business plan, members were advised that a proposed plan for a Language Incentive Program would not be implemented due to fiscal constraints.
While the standing committee recognizes that all departments operate under fiscal constraints, it also stresses the importance of complying with the new Inuit Language Protection Act, which was passed in September 2008.
Section 12 of the Inuit Language Protection Act states that “Every territorial institution shall… identify and implement measures to increase the use of the Inuit Language as a working language of the institution…”
Section 25 of the Inuit Language Protection Act states that GN departments may be directed, under the Act, to work with the new Inuit Language Authority to develop language competency assessments.
In the past, the department has been encouraged to work towards the design and implementation of objective and standardized tests for evaluating language proficiency within the public service.
The standing committee encourages the department to address this ongoing issue, especially in the context of Nunavut’s new official languages legislation.