EdinburghNLP/nunavut-hansard-plusplus huggingface dataset:
I think this is where we can do likewise and bring university graduates to different communities, high schools, and send them there to talk about their success, and so on.
I think this is one area that we should start doing, not only focusing on other things that mean success, but actually bringing the graduates to communities and talk with high school graduates.
Minister Shewchuk, did you want to comment on that?
Again Mr. Ningark brings up a very good point and it’s almost like a mentoring program that he’s talking about, having graduates come in and talk to students and encourage them.
I would just like to add that I agree with your point and we also do that in the sense that we have exchange students from different places come to talk to students, which encourages everybody in the educational system.
On page 2 of your opening comments, at the top first paragraph, you talk about the new Kitikmeot campus and the mine training centre.
In terms of tight budgets that we have for capital and finding the dollars needed to construct different buildings involving capital, is there private sector investment that’s being put into this or Inuit organizations helping out with that to cover the costs?
The answer is no, there is no private sector investment in the capital building yet.
Could you give us a more detailed update as to how far along the program is in terms of planning and restructuring and the new residence that’s there?
This is a capital project and a capital question, but I’ll answer it.
The trade school designed right now, what is designed is the daycare and the accommodations are in the design stage right now.
I guess it is capital and thanks for letting me ask the questions, but it was in your opening comments. Since it was there, I figured I would ask.
In terms of being asked to make decisions between health centres and educational institutions, they’re hard decisions to make. I’ll just leave it at that.
On page 2 as well, they talk about the University of the Arctic. I was wondering if you could give a little bit more explanation of what’s happening there.
Is it like three territories going together to have one facility?
The concern I have is I had a meeting with Senator Patterson a week and a half ago and he sort of mentioned some ideas that the federal government wants to be able to provide federal funding to establish this, but for some reason, it seems like either the college or the Government of Nunavut doesn’t want to accept the money.
I can’t see that as being true.
First, I’ll let the president add to my comments, but I think there needs to be clarification amongst us all between the University of the Arctic and the University of the North, which is something we are exploring.
So that needs to be clarified, and I’ll let Mr. Vandermeulen explain further.
It’s important to distinguish between the University of the Arctic and the kind of institution that the territorial premiers envision when they’re talking about a northern university. The University of the Arctic is an international network of about 110 organizations. It does not grant degrees; it does help develop programs like circumpolar studies, but it does not grant degrees.
The northern university that is being envisioned by many would be an institution serving the three territories that would grant degrees.
As to the member’s comment about Senator Patterson and his comments, we don’t know where the federal government stands on the contributions to the University of the Arctic, but I expect that we will find out in the federal budget next week.
We will go to the page-by-page review of the departmental estimates.
Total Operations and Maintenance. $24,853,000.
With regard to programs that Arctic College runs, I know that there are community-based programs and then there are regional-based programs where people have to travel to Iqaluit or other regional centres to attend college.
Can the minister tell us if there are any fees charged to the students in order to attend these courses?
There are tuition fees and those tuition fees are set by the FANS program.
If the fees are set by FANS, it’s also my understanding that students can apply to FANS for funding while attending school.
Also, somewhere we talked about distance learning opportunities.
I think that the college has programs where people can do programs online.
I’m wondering if there are fees associated within the departments.
I think, as Regular Caucus, we talked about before our infrastructure funding that we receive from the federal government to provide more service on online learning, our infrastructure fund.
We’re getting to that stage.
The only course we offer online right now is the one I spoke to you about earlier, the university degree course that’s being offered. There is no tuition fee for that course that is being offered.
Once again we will get back to M-3.
Total Operations and Maintenance. $24,853,000. (interpretation) Do you agree?
Chairman: Do members that we are concluded with Nunavut Arctic College?
Chairman (interpretation): Thank you. (interpretation ends) I would like to ask Minister Shewchuk if he has closing comments.
I would like to thank all of the members and thank you for the questions that we did take.
Adult learning education is very important to Nunavutmiut and to Nunavut as a whole.
As I stated in standing committee, with all of the new development and the growing stages of Nunavut, we’re going to require more educated and skilled people, especially in the mining industry trades, and we’re struggling to do that.
It’s going to be a challenge, but we’re looking forward towards the challenge.
I would like to thank Mr. Vandermeulen for his hard work in putting all of this information in the business plan and all of the people of Arctic College and for all of our adult educators and staff who work hard in all communities in Nunavut.
Thank you to Mr. Vandermeulen. (interpretation) Sergeant-at-Arms, could you escort the witnesses out, (interpretation ends) escort the witnesses.
(interpretation) I will now pass the seat to my fellow Chairman Louis Tapardjuk. We will now commence the review of the Department of (interpretation ends) Human Resources. (interpretation) Thank you.
Bill 01 – Appropriation (Operations & Maintenance) Act, 2011-2012 – Consideration in Committee – Human Resources
Chairman (Mr. Tapardjuk) (interpretation): Thank you. In Committee of the Whole, we will begin our review of the Department of Human Resources.
Minister Tootoo, if you have any opening comments, you may now proceed.
I’m going to coin a phrase that a former colleague of mine used to use all the time and I believe he learned it and attained this saying from a couple of young girls from Jersey. When he was giving a tour here, he used to say “indeed” all the time.
It is indeed a pleasure to appear before you and your committee today to present the proposed 2011-12 main estimates and the 2011-14 business plan for the Department of Human Resources.
Mr. Chairman, the Department of Human Resources has been given $24,120,000, which represents an increase of about 5.7 percent, or $1,290,000, over last year’s main estimates.
The additional funding was requested to cover the increased cost of employee relocation benefits.
Two special areas that will impact the department’s mandate in 2011-12 are the Auditor General’s human resources capacity audit and the completion of the departmental reorganization.
The Directorate Branch is responsible for the overall direction and leadership in the areas of strategic planning, policy development, Inuit employment planning, and financial management.
The department’s business plan for 2011-12 includes the development of a government-wide human resources strategic plan, a mandatory performance management policy, continuation of public service renewal, and changes to Inuit employment planning.
The reorganization of Human Resources will assist in addressing current challenges, adopt best practices in human resources management from other provinces and territories, contribute to improving Inuit employment strategies, and support the goals of Tamapta: Building Our Future Together.
The Recruiting and Staffing Branch manages central recruitment and staffing services for Government of Nunavut departments in Iqaluit. This branch’s budget has increased as a result of an increase in employee relocation benefits.
In 2011-12, staffing directives and services will be reviewed.
I am pleased to let you know that in 2011-12, the department will review the Summer Student Employment Equity Program.
The branch has allocated $950,000 for the Summer Student Employment Equity Program.
In 2011-12, the department will audit the staffing practices of Nunavut Arctic College, the Qulliq Energy Corporation, and the Department of Health and Social Services.
The Community Operations Branch provides staffing services through the regional offices to all communities.
The Training and Development Branch provides leadership for training and development.
Mr. Chairman, lifelong learning is a foundation for success of our public service. Our department’s funding for training and development programs within the public service represents over 77 percent of this branch’s total budget.
A training evaluation database will continue to monitor the success of GN training programs.
The Training and Development Branch will assist in implementing the Department of Education’s career planning framework. The branch will continue to deliver a cultural program, a communications program, and an Inuit language training program.
The Employee Relations and Job Evaluation Branch provides employee relations advice and job evaluation services to the Government of Nunavut’s departments and agencies.
Together with Government of Nunavut departments and agencies, the branch recognizes that eliminating workplace conflict promptly and successfully is important for the public service.
The branch continues to work on the development and implementation of a workplace conflict resolution program.
Another important area that will be addressed in the 2011-12 year is a review of job evaluation services.
In conclusion, the 2011-12 main estimates gives the financial resources required for the Department of Human Resources to make itself a leader in excellence for human resources management for our Government of Nunavut public service.
I look forward to the committee’s comments and questions.
Chairman (interpretation): Sergeant-at-Arms, if you could escort the officials to the witness table.
Welcome. Minister Tootoo, for the record, please introduce your witnesses.
To my right is Ms. Louise Wasson, Deputy Minister for the Department of Human Resources, and on my left is Ms. Sheila Kolola, Director of Training and Development.
I am pleased to provide opening comments on behalf of the Standing Committee on Oversight of Government Operations and Public Accounts on its review of the proposed 2011-12 main estimates and 2011-14 business plan of the Department of Human Resources.
The standing committee notes that the department’s proposed 2011-12 operations and maintenance budget of $24,120,000 has increased by approximately 5.7 percent since the introduction of the department’s 2010-11 main estimates.
Mr. Chairman, the number of positions in the department remains stable at 104.0 PYs.
The standing committee applauds the minister for demonstrating restraint in this area given the tendency of too many other GN departments to increase the number of positions in their organization charts each year, despite their not being able to fill a significant percentage of their existing jobs.
The standing committee notes that the department’s organizational structure has changed since the introduction of the 2010-11 main estimates.
The number of branches has been reduced from seven to five.
The standing committee also notes that the department’s proposed 2011-14 business plan indicates that “The departmental reorganization was approved September 2010 and will be implemented by December 31, 2011. An implementation plan has been drafted.”
Mr. Chairman, as you will recall from our proceedings of March 2, 2011, I presented the report of this standing committee on its review of the 2010 Report of the Auditor General of Canada to the Legislative Assembly of Nunavut on Human Resource Capacity in the Government of Nunavut.
The standing committee’s report made a number of observations and recommendations concerning such issues as the government’s hiring process, centralization of the human resources management function, and the government’s Article 23 obligations. The standing committee looks forward to the government’s formal response to its report.
In my report, I also noted that ongoing evaluation of the government’s success in meeting such specific objectives as updating the its Priority Hiring Policy, developing a new GN-wide Human Resources Strategy, introducing a new Public Service Act, developing a legislated system of whistle-blower protection, and bringing forward changes to the government’s transfer assignment and direct appointments processes will also occur in the context of the standing committee’s annual consideration of the proposed main estimates and business plan of the Department of Human Resources.
A number of these issues arose during the minister’s recent appearance before the standing committee.
Every business plan produced by the department since the 2003-04 fiscal year has noted this as a priority. Although some business plans in prior fiscal years suggested that work on this initiative was near to completion, a new Act has not yet been introduced in the House.
The standing committee looks forward to substantive progress being made on this issue and hopes to see the new legislation introduced in the House during the life of this Assembly.
The standing committee also encourages the minister to consider the idea of providing for binding arbitration in the collective bargaining process, which is an idea that he raised on a number of occasions during the previous Legislative Assembly.
The standing committee recognizes that appropriate consultations with the Nunavut Employees Union and the Nunavut Teachers Association would need to take place regarding this issue.
Mr. Chairman, the issue of bringing forward legislated whistle-blower protection has been an ongoing concern and was raised with the minister during his appearance before the standing committee.
The standing committee noted that the department’s proposed business plan makes no reference to whistle-blower protection.
Subsequent to the minister’s appearance before the standing committee, he provided correspondence which indicated that “the new Public Service Act will deal with both the process for the reporting of wrongdoing and the protection of employees who report wrongdoing from reprisal.
The new Act will reflect best practices on whistleblowing from other jurisdictions and will address the unique requirements of Nunavut.”
The standing committee appreciated this clear commitment.
The standing committee also notes that the minister’s correspondence indicated that a Code of Values and Ethics for members of the public service has been submitted to the cabinet for approval.
Recognizing that Members of the Legislative Assembly are required by law to file disclosure statements that are available to the public, the standing committee recommends that similar requirements be put into place for the senior members of the public service, including the heads of Crown corporations and agencies.
The standing committee stresses the importance of timely tabling in the Legislative Assembly of key departmental documents, including the government’s public service annual report and its quarterly Inuit employment reports.
As of March 4, 2011, the 2009-2010 Public Service Annual Report had not yet been tabled in the Legislative Assembly even though the fiscal year ended almost 12 months ago.
Mr. Chairman, the standing committee notes that the GN’s Priority Hiring Policy expired in March of 2010.
The policy provides that Nunavut Land Claims Agreement beneficiaries who meet the qualifications of a given position have priority over other candidates.
In addition to this policy, the GN’s hiring process provides that current GN employees, as well as Nunavut residents with a minimum of one calendar year residency in the territory, will be considered before applicants from other jurisdictions.
Members of the Legislative Assembly have urged the government to consider increasing the residency requirement from one year to five years given the importance of ensuring that only residents who have demonstrated a genuinely long-term commitment to Nunavut benefit from this provision.
Subsequent to the minister’s appearance before the standing committee, he provided correspondence which indicated that “departmental officials will consider the recommendation of a revision to the Screening Directive 508 in the Human Resources Manual to change the residency requirement from one to two years in recognition of the contribution of non-beneficiary Northern residents.”
The standing committee urges the minister to carefully review this matter.
Mr. Chairman, the standing committee continues to fully support the GN’s Summer Student Employment Equity Program, which provides valuable work experience for Nunavut youth.
Approximately 1,500 students, 75 percent of whom were beneficiaries, have participated in this program since 2001.
In recognition of the fact that many of Nunavut’s smaller communities do not have a significant GN presence, the standing committee urges the minister to consider such ideas as providing wage subsidies to municipalities and other employers to hire summer students in smaller communities that do not have a large GN presence.
Although the department’s 2010-11 business plan indicated that one of its priorities for the 2011-12 fiscal year would be to “Develop and implement a language incentive policy for the GN,” this no longer appears in the department’s business plan.
Given the importance of complying with the Inuit Language Protection Act, the standing committee encourages the department to make progress on this matter.
Mr. Chairman, the impact of the availability and affordability of staff housing on the recruitment and retention of employees has been an ongoing concern.
In 2008, the GN announced a rollback of staff housing rents to January 2007 levels.
The standing committee encourages the department to continue to work with the Nunavut Housing Corporation on this issue.
Chairman (interpretation): Thank you, Mr. Fred Schell.
Before we start with the review on page D-4, do any committee members have comments to the opening comments?
On page 1 of the hon. minister’s opening address, bottom paragraph, it talks about the branch has allocated $950,000 for the Summer Student Employment Equity Program.
This is something that was brought to my attention from Repulse Bay high school students about a couple of years ago and we weren’t able to access that money.
I’m wondering: where can we access this program, from the regional office of the government or department, or do we apply directly to the headquarters in order to access this funding?
Chairman (interpretation): Thank you, John Ningark.
My understanding, as I said, is the government departments determine the student requirements that they have and once the department determines that they require summer students, they submit student casual staffing actions to the Department of Human Resources for processing.
We will go to D-4. (interpretation ends) Directorate. $3,557,000.
The issue of whistle-blower protection for the public service has been raised by a number of MLAs during this Legislative Assembly and the previous Assembly. During the previous Legislative Assembly, the standing committee that you chaired recommended that the government consider introducing legislation to protect whistle-blowers. In March of last year, your predecessor told the Legislative Assembly that this would be a priority.
Why does your department’s 2011-14 business plan make no reference to the development of whistle-blower protection for members of the public service?
I think it’s like a déjà vu. I have asked that question a few times over the last number of years, but I want to assure the member that, as I had committed too, the department will be incorporating whistle-blower protection and employees who report wrongdoing and the protection of those employees who report wrongdoing from reprisal will be incorporated into the new Public Service Act.
The 2008-09 Public Service Annual Report, which was tabled in the Legislative Assembly last October, indicates that “Work is continuing on the development of a Code of Values and Ethics for Nunavut’s public service, which will reflect Inuit values.”
Why does your department’s 2011-14 business plan make no reference to this development of this Code of Values and Ethics?
I believe the department has sent a draft Code of Values over to legal for review and it also will be something that is included in the Public Service Act review, so that’s why it’s not mentioned.
It’s well in the works already and we are waiting for the review back from legal to be submitted to cabinet to review and approve.
Once that is done, it will be in place and it will be incorporated into the Public Service Act review as well.
Mr. Ningeongan: Thank you Mr. Chairman.
Presently I noticed that there was a missing ingredient to those who are in public service, non-unionized positions and I do feel that there is an absolute need to protect the interests of those people who feel that they haven’t been treated right in the workplace or in the form of direct appointments, and so forth.
At the present time, they absolutely do not have any means to follow up on their complaints or what have you simply due to the fact of fear of losing their jobs.
So it is critical and I think it needs to be addressed very soon.
There was no question there, but I’ll give you an opportunity to respond, Minister Tootoo.
I’ll just say that I would concur with the member’s comment.
We’re on (interpretation ends) Directorate. $3,557,000. (interpretation) Do you agree?
We will go to Recruiting and Staffing.
Human Resources. $6,989,000.
I have no names on my list and there are no hands up.
Community Operations. D-6. $3,092,000.
Human Resources. Training and Development. $7,306,000.
I don’t see anyone raising their hands.
Employee Relations and Job Evaluation. This could probably mean to make sure that the employees have very good relations. $3,176,000.
I don’t see any names on my list.
Last year, your department’s business plan indicated that one of its priorities for 2011-12 would be to “Develop and implement a language incentive policy for the GN.” However, your department’s draft 2011-14 business plan no longer indicates this priority.
Why has this priority been dropped from your business plan?
Hon. Hunter Tootoo: Mr. Chairman, with the indulgence of the committee, I would like to bring in another witness to respond to that.
The minister is requesting to bring in another witness.
Minister Tootoo, for the record, please introduce your witness.
I would like to welcome to the witness table and Committee of the Whole Mr. David Kolot, Director of Corporate Services.
Mr. Chairman, if I could also ask if the member could repeat the question just to make sure that Mr. Kolot fully understands the question.
Mr. Schell, you are asked to repeat your question so that Mr. Kolot fully understands it.
Last year, your department’s business plan indicated that one of its priorities for 2011-12 would be to “Develop and implement a language incentive policy for the GN.” However, your department’s draft 2011-14 business plan no longer includes this priority.
Mr. Kolot: Thank you very much, Mr. Chairman.
This is still a very important policy issue for the Department of Human Resources.
We will be collaborating with the Department of Culture, Language, Elders and Youth and other stakeholders as we enter into discussions in terms of implementation of ILPA for our department.
This will be something that will be part of those discussions and we will be involving our partners in terms of gathering information from them to develop a policy.