EdinburghNLP/nunavut-hansard-plusplus huggingface dataset:
Year after year we keep hearing that here in Iqaluit that there is a large vacancy rate going on, and you are always crying about the rate of unemployment in Nunavut. Here we do have a large opportunity for folks. I am sure that there are many factors involved.
I certainly hope that they can treat it as a high priority.
I wanted just to ask the minister and/or Mr. Tootoo; earlier Mr. Tootoo mentioned that one of the ways they are monitored in terms of how well they’re doing their job. They monitor all government departments but I asked who monitors them. Mr. Tootoo mentioned the appeal process.
I am wondering if the minister or Mr. Tootoo could give us an overview of the appeal process, or the numbers of the appeals for Nunavut by region. Give us an idea of how many positions have been advertised. How many appeals have come forward, percentage-wise and number-wise?
The staffing appeals is one of the things that I look at as an indication of the integrity of our staffing process, and I think it’s one of the most important factors for our department in statistics.
Staffing Appeal Committees, as I mentioned earlier, they exist in all three regions, as well as here in headquarters, and they’re made up of a private sector chairperson, a GN representative, and an NEU representative. All GN employees and Nunavut Land Claims beneficiaries have appeal rights on NEU positions.
Some of the stats, I do not have them broken down by region, but I am certain that we can get that information and provide them to the members, but I do have some stats to provide.
In the fiscal year 1999 to 2000 we had a total of 13 appeals; two of which were upheld, ten denied, and one withdrawn.
In 2000-01, there were a total of eight appeals; two of which were upheld, and six were denied.
In 2001-02 there was again 13 appeals; 11 if which were denied, and two upheld.
In 2002-03 there were a total of 16 staffing appeals; only one of them was upheld, and 15 were denied.
In 2003-04, there 31 staffing appeals; six were upheld, and 25 were denied.
In 2004-05 there were 29 appeals; eight of them were upheld, and 21 were denied.
In 2005-06 and that’s the last year we have final information for so far, there were a total of 43 appeals; only four of them were upheld, and 39 were denied.
There is a definite trend or increase but that is probably because there are more positions being added to the government.
Under the appeal process are casual employees allowed to appeal competitions?
If they see someone get a job that they think they should have had, or had an opportunity on and didn’t receive, can they also appeal with those positions?
Would those figures include casual employees?
Hon. Louis Tapardjuk (interpretation): Yes, it is a different policy altogether, Mr. Chairman. It’s just the hourly paid casual employees.
Chairman (interpretation): Mr. Peterson. Thank you.
Mr. Curley (interpretation): Mr. Chairman, I have another question. It’s on a different page.
We’re on page D-7.
Job Evaluation and Organization Design. Total Operations and Maintenance.
Mr. Curley (interpretation): I just want to get a response under D-16. It says that Human Resources has... is the information ready and can you provide that to the House on ongoing compliance.
Hon. Louis Tapardjuk (interpretation): Yes, we can provide a document to the House. The Nunavut Arctic College and Health and Social Services recruitment, such as doctors that are needed by the Department of Health, and the teachers, under Nunavut Arctic College, or teachers that... I can provide the information to the member.
D-8.
Branch Summary. Job Evaluation and Organization Design.
I would like to ask the minister; one of the priorities for 2006-07, and it is continued for 2007-08 is, perform audits of Government of Nunavut jobs for inflated qualifications, and the status; approximately 85 percent of the audits of the qualifications have been completed.
My question: what does that statement mean: inflated qualifications?
Hon. Louis Tapardjuk (interpretation): Say for instance some job descriptions have a qualification because the qualification is too high.
We want somebody who is really qualified on some things. So what we’re doing is monitoring them or evaluating them, and that has been completed.
For example, for a secretary or receptionist position, perhaps for the Department of Finance; does that individual have to have accounting qualifications?
Those job descriptions, such as the receptionist clerk, will that person need to have accounting qualifications?
There are also some job descriptions are written up so that the person has to have so many qualifications; we want to be able to write the job description to correspond to that person’s duties. Those are the types of things we are doing right now.
I thank the minister for that answer. When a department identifies they have to have a position, they create the position to get funded.
Then they have to write a job description. I thought the job descriptions go through your department in the first place. At that point you review the process and the qualifications and then a pay level.
How do these positions slip through the process and then become inflated qualifications to get the job?
We grandfathered these from the Government of the Northwest Territories and we are now making changes to make them made in Nunavut.
How many positions have been audited; 85 percent is a lot. How many positions does that number represent?
Hon. Louis Tapardjuk (interpretation): I will have my deputy respond.
I don’t have the exact numbers on what they audited but if we did the math, if there are approximately 3,200 positions within the Government of Nunavut, then 85 percent of that is about 2,800.
In the course of the audited qualifications, how many positions did you determine had inflated qualifications?
Hon. Louis Tapardjuk (interpretation): Thank you, Mr. Chairman. That is a very excellent question. We will look into it as we are curious to know the numbers also.
Is that a commitment to provide that information?
If you identify a position that has inflated qualifications and has an incumbent in that position, and the incumbent is being paid at a pay level five or six based on their inflated qualifications, you will have to reclassify that position at a lower level.
What happens to the incumbent in that position? Do they still get paid at pay level six or do they have to take a pay cut?
Hon. Louis Tapardjuk (interpretation): We would not lower the salary, but if this position comes up again it would be re-classified to the right position.
Mr. Curley (interpretation): Thank you. On the business plan on D-17 could you give us a clarification on the first bullet: priorities for 2007-08, to work with the Department of Finance to develop a salary surveying capability?
Mr. Minister, could you elaborate further on this priority?
Hon. Louis Tapardjuk (interpretation): I will have my deputy respond to this question.
What this is, is the ability in our government to look at other jurisdictions, and other similar type jobs and determine whether or not we’re paying comparable and competitive salaries to similar type positions. It’s a joint initiative with the Department of Finance, as they administer the pay of our pay and benefit system.
On the fourth bullet it says to implement a language skills profile for Government of Nunavut job descriptions.
Could you elaborate the fourth bullet; exactly what does that mean? Are we talking about the Inuit language, or are we talking about all three languages?
Hon. Louis Tapardjuk (interpretation): Yes, we’re referring to the three languages. Thank you, Mr. Chairman.
Mr. Curley (interpretation): And to elaborate further is it in reference to the bilingual language, or are we just talking about languages, or language skills? I am sure that there are some Government of Nunavut employees who would like to receive the bilingual bonus, or would like to eligible to receive those bonuses.
Hon. Louis Tapardjuk (interpretation): Yes, it’s being reviewed. For example, usually the jobs are identified in a department. For example, if it was a receptionist position, this individual would have to speak both Inuktitut and English.
That would be identified in the job description as a requirement, and then they would be qualified for the bilingual bonus.
What we’re trying to do right now is that there is a possibility for a concern. For example, if they didn’t speak Inuktitut and then learned Inuktitut in three years would this individual be eligible to receive that bilingual bonus?
So we’re still looking at that with the cooperation of Nunavut Arctic College.
So that’s what we’re trying to do at this point. We have to be reasonable out there and be able to be put out there in Inuktitut, English and French.
Page D-8.
I would like to ask a question so that we get a Mr. Tootoo, Mr. Tootoo situation going.
Mr. Chairman, my opening comments talked about this issue.
Since January 2000, the number of executive and management positions in the Government of Nunavut has grown by 62 percent, however the number of positions classified as administrative support has actually decreased by over 15 percent.
The number of positions classified as middle management has increased by over 85 percent since January of 2000, so that now there are over 600 executives, senior management and middle management positions throughout the Government of Nunavut. In 2000 there were less than 400 such positions.
I would just like to ask the minister or his officials, what accounts for that significant increase in senior management and middle management positions?
Hon. Louis Tapardjuk (interpretation): I will defer that question to my deputy.
The member is quite correct that the number of positions in senior management has increased but so has the overall number of positions within the Government of Nunavut.
What is that attributed to? Well, there are a number of things that happened. Every year the budget gets higher, and the demand for programs and services are increased because our population gets higher.
But also in 2000, the government was very young and very new, and a lot of the departments have restructured and have changed.
I would characterize it as the natural evolution of the bureaucracy in terms of an increase in the overall positions, and that doesn’t necessarily mean all levels of positions will increase all at the same time.
The government has changed considerably since the year 2000. The demands for programs and services have also changed since then.
Thank you, Mr. Tootoo for that response.
I guess, given that scenario, and that line of rationale as to why that has happened, if you look at the front line workers being your teachers - your healthcare workers, your social workers, your front line positions - that the demands in that area would increase as well, and I would guess that this would be more in that administrative area that your people in the trenches are actually out there delivering programs and services to people, not the middle and senior management positions.
So, given that, can we expect to see some increases in that area soon, in the future?
Hon. Louis Tapardjuk (interpretation): I will defer that question to my deputy, Mr. Chairman.
I guess it’s the processes like these that determine the changes in the government. As we sit before the Committee of the Whole in the Legislative Assembly, that’s where it’s determined what resources are allocated where.
And so, if the members are concerned that there aren’t enough resources allocated to the front line, I think this is the most appropriate place to address those concerns.
I know that within our department we would certainly welcome any additional resources that the members would consent to add for addressing frontlines.
But we also are, as all of you are aware, of the constraints that the government is under in terms of funding.
Chairman: Thank you, Mr. Tootoo. (interpretation) We are on Human Resources.
Branch Summary. Job Evaluation and Organizational Design.
Total Operations and Maintenance. $809,000.
I’d just like to recognize the clock and report progress.
Chairman: Is that a motion?
All those in favour raise your hand, please.
Thank you, Minister Tapardjuk, Mr. Brad Loehr, and Mr. Victor Tootoo.
Is there any seconder?
Sorry, before we go, the Member for Iqaluit Centre, Mr. Tootoo.
Speaker: Please proceed, Mr. Tootoo.
I rise under Rule 20(1). My Point of Privilege today concerns a Tabled Document 052 – 2(4) which was tabled in this House by the Member from Nattilik on Wednesday March 21, 2007.
Mr. Speaker, this document is a copy of the minutes of the meeting held by teleconference between Kitikmeot mayors and Senior Administrative Officers.
I draw your attention to the fact the minutes reveal that the conference call was held on the afternoon of Monday, March 19, 2007 at 2 p.m.
The minutes indicate that, and I quote, “The topic of the teleconference was to ensure that the recommendations of the Electoral Boundaries Commission were supported in the Legislative Assembly during the Wednesday, March 21, 2007 vote.”
As you and all Members of this House will clearly recall, because of the blizzard that occurred on Monday, March 19, we did not actually sit on that day. I did not give my notice of motion in relation to the report of the boundaries commission until the afternoon of Tuesday, March 20. We did not consider and vote on the motion until Thursday, March 22, 2007.
The only conceivable way in which that conference call could have been held on March 19 was if a Member of this House violated caucus confidentiality and provided them with advance information.
The institution of caucus is formally recognized in our Legislative Assembly and Executive Council Act. It provides a forum in which all members may speak candidly.
This ability depends on respect for the principal of caucus confidentiality. It is similar to the need for the regular members of our standing committees to respect budget confidentiality during our annual reviews of the government’s draft main estimates, capital estimates, and business plans as well as supplementary appropriations.
Mr. Speaker, one of the privileges we all enjoy is freedom of speech. I believe that my ability to speak freely has suffered damage as a result of this incident, and my ability to publicly articulate the reasons for moving my motion was compromised before the public had an opportunity to hear my reason for moving the motion.
I would ask that you rule on this serious matter.
I will review your Point of Privilege and provide a ruling at an appropriate time.
There is no debate on the Point of Privilege principle at this time, according to our Rules of the House. Thank you.
Sorry, I did not get your last comment. Ms. Aglukkaq.
Hon. Leona Aglukkaq: My Point of Privilege is that as a member I can seek support from my constituents at any time on any given subject.
Speaker: Excuse me. Please take your seat, Ms. Aglukkaq.
As I just indicated, there is no debate on the Point of Privilege that was just raised. I will not allow any continuation of any debate on this matter.
Clerk (Mr. Quirke): Orders of the Day for March 24:
This House stands adjourned until Saturday, March 24, at 1:30 p.m.
>>House adjourned at 17:10
Appendix – March 23, 2007
Return to Written Question 002 – 2(4): Support to Community Libraries
Asked by: James Arvaluk, MLA (Tununiq)
Asked of: Hon. Louis Tapardjuk, Minister of Culture, Language, Elders and Youth
Date: March 14, 2007
As of March 14, 2007, what is the status of hiring a Community Services Librarian for the Nunavut Public Library Service Headquarters in Baker Lake?
The competition for the Community Services Librarian closed on March 9, 2007.
The department is attempting to schedule the screening of the applications.
What training does the department provide to local librarian in Nunavut?
The Community Services Librarian provides training to staff of Nunavut community libraries to ensure a consistent standard of public library service is being provided to all patrons in accordance with established NPLS policies and procedures.
This training is delivered through various forms such as annual community visits to review the state of each library’s collection, and to assist the community librarian with program development.
Training and support is also provided through ongoing correspondence via telephone, fax, and email.
What types of support are provided by the department to community libraries in Nunavut and what plans does the department have for enhancing these services during the 2007-08 fiscal year?
The proposed budget for the Nunavut Public Library Services will not increase for 2007-08.
The department provides operational funding for community libraries in the form of contribution funding.
A total of $352,000 is distributed annually to 10 community libraries.
The department also provides ongoing program and technical support through the work of the Community Services Librarian and the Systems Librarian.
Following the staffing of the core Nunavut Public Library Services positions, in 2007-08 the department intends to convene a workshop for community librarians to address the issues affecting community library programs and services.
Saturday, March 24, 2007
Pages 811 – 879
Opening Prayer 811
Consideration in Committee of the Whole of Bills and Other Matters 811
Report of the Committee of the Whole 878
Orders of the Day 878
Saturday, March 24, 2007 811
Bill 01 – Appropriation (Operations & Maintenance) Act, 2007-08 – Consideration in Committee – Human Resources 812
Bill 01 – Appropriation (Operations & Maintenance) Act, 2007-08 – Consideration in Committee – Nunavut Housing Corporation 813
Bill 01 – Appropriation (Operations & Maintenance) Act, 2007-08 – Consideration in Committee – Justice 857
Honourable Olayuk Akesuk, Mr. David Alagalak, Mr. James Arreak, Mr. James Arvaluk, Mr. Levi Barnabas, Honourable Levinia Brown, Mr. Tagak Curley, Mr. Joe Allen Evyagotailak, Mr. Peter Kattuk, Honourable Peter Kilabuk, Mr. Steve Mapsalak, Honourable Patterk Netser, Honourable Paul Okalik, Mr. Keith Peterson, Honourable Edward Picco, Honourable Louis Tapardjuk, Mr. Hunter Tootoo.
Speaker (Hon. Peter Kilabuk)(interpretation): Good afternoon, Members.
I would like to ask Mr. Picco to say the opening prayer.
Speaker (interpretation): Good afternoon, Premier, Ministers, Members, and visitors.
It’s a beautiful day outside today.
Notwithstanding Rule 27(2), I seek unanimous consent of the House to proceed immediately to Item 19 in our Orders of the Day.
Speaker (interpretation): Thank you. (interpretation ends) The member is asking unanimous consent to proceed directly to Item 19. Are there any nays?
Item 19. Consideration in Committee of the Whole of Bills and Other Matters. Bill 1, Bill 2, Bill 3, and Bill 9 with Mr. Arreak in the Chair.
In accordance with the authority provided to me by Motion 4 – 2(4), the Committee of the Whole will stay in session until it reports itself out.
Chairman (Mr. Arreak): I would like to call the committee meeting to order. In Committee of the Whole we have the following items to deal with: Bill 1, Bill 2, Bill 3, and Bill 9.
We wish to continue with Bill 1 and the review of the main estimates for the Department of Human Resources, followed by the Housing Association, I’m sorry Mr. Chairman, Nunavut Housing Corporation, the Department of Justice, and the Department of Education.
Are we in agreement to continue with Human Resources?
We are all in agreement. (interpretation ends) Minister Tapardjuk, do you have witnesses you would like to bring to the table?
Hon. Louis Tapardjuk (interpretation): Yes, I would like to bring in my witnesses.
Does the committee agree that the minister have his witnesses with him at the witness table?
Chairman (interpretation): Sergeant-at-Arms, can you assist them.
Minister, for the record please introduce your witnesses. Can you introduce your officials, please?
On my right is Mr. Victor Tootoo, the Deputy Minister, and on my left is Mr. Bob Loehr, from Corporate Services.
Welcome Mr. Tootoo, and Mr. Loehr.
We’re on Human Resource. Branch Summary. Inuit Employment Plan.
Page D-9 of 2007-08 main estimates.
Total Operations and Maintenance. $722,000.
Chairman (interpretation): Page D-10.
Total Operations and Maintenance. $4,733,000.
Page 11 is an information item.
Page D-12.
Total Operations and Maintenance. $1,703,000.
Human Resources. Department Summary.
Chairman (interpretation): Thank you. Thank you, Minister Tapardjuk, Deputy Minister Tootoo, and Mr. Loehr.
Mr. Minister, do you have any final remarks?
Hon. Louis Tapardjuk (interpretation): Thank you, Mr. Chairman. Just to say thank you to the members and to thank Victor Tootoo and Bob Loehr, and thank you members for passing my budget. Thank you.
If we could go this fast all day we could finish all the departments.
(interpretation ends) I would now like to ask the Minister of the Nunavut Housing Corporation to make his opening remarks.
Bill 01 – Appropriation (Operations & Maintenance) Act, 2007-08 – Consideration in Committee – Nunavut Housing Corporation
I am very pleased to be able to meet with you today to discuss the 2007-08 Business Plan and Main Estimates of the Nunavut Housing Corporation.
Mr. Chairman, I am pleased to announce that the first 96 housing units under the Nunavut Housing Trust will be completed by the fall of 2007.
In addition, the corporation has already ordered materials of 219 units to be delivered on this summer’s sealift.
This does not include the 20 units for Iqaluit that will be delivered under a Supply, Ship, and Erect contract.
During 2006 we continued to fulfill our commitments to Pinasuaqtavut in the following ways:
Continued the homeownership programs including the:
Material Assistance Program
Seniors and Disabled Persons Preventative Maintenance Program, and
Nunavut Down Payment Assistance Program, and
Implemented a new funding formula for Local Housing Organizations.
Fiscal year 2007-08 Government of Nunavut funding to the Nunavut Housing Corporation will increase by $3,633,000 from the main estimates of 2006-07.
Of this amount, 74 percent, or $2,686,252, will fund the local housing organizations for their increased power and fuel costs. Specifically, $1,425,652 will cover the increased power costs and $1,260,600 for fuel.
Similarly, in staff housing, $326,748 will go toward the increased price of power and fuel.
Specifically $102,542 will cover the increased power costs, and $224,206 for fuel. To facilitate the delivery of the Nunavut Housing Trust, four staff positions will be added to administration for $626,000. Those positions will be created in a three year term.
Mr. Chairman, in all material respects, the main estimates of the Nunavut Housing Corporation remains unchanged from last year.
I would be pleased to answer any questions you may have regarding Nunavut Housing Corporation’s 2007-08 Business Plan and Main Estimates.
Chairman (interpretation): Thank you, Mr. Minister. (interpretation ends) Does the committee agree to bring in the witnesses?
Chairman (interpretation): Sergeant-at-Arms, will you assist the official.
For the record, if you can introduce your official, Minister Akesuk.
Peter Scott, President of the Nunavut Housing Corporation.
Chairman (interpretation): Welcome, Mr. Scott.
Chairman (interpretation): Yes, Mr. Curley, go ahead.
Mr. Curley (interpretation): Thank you, Mr. Chairman. I am pleased to provide you with my comments as the Chair of the Standing Committee on Infrastructure, Housing and Economic Development.
The community has reviewed the 2007-08 Main Estimates and Business Plan of the Nunavut Housing Corporation and had the opportunity to meet with the responsible minister in January.
I would like to take this opportunity to thank the minister for providing members with many of the information items that were requested during the meeting.
The sharing of information is essential to transparency with respect to the corporation’s programs and policies.
The standing committee recognizes that the corporation’s primary focus over the next three years will be the construction of new public housing units under the Nunavut Housing Trust Delivery Strategy.
Members noted that four new term positions have been created with the corporation for the duration of this initiative.