EdinburghNLP/nunavut-hansard-plusplus huggingface dataset:
Mr. Chairman, the standing committee recognizes that the department has a lead role in providing initiatives designed to increase and maintain Inuit employment in the Government of Nunavut.
According to the department’s quarterly employment records, 941 beneficiaries were employed by the GN in December of 2000.
A total of 1,521 beneficiaries were employed by the GN in December of 2008, an increase of 62 percent.
Members note that the overall Inuit employment rate in the GN is approximately 52 percent.
However, members also note that the Inuit employment rate for positions in Iqaluit is only 39 percent.
The government has set a target for 56 percent or more of all positions across all occupational categories to be filled by beneficiaries by the year 2010.
In order to reach this goal, several hundred new beneficiary employees will need to be hired.
The standing committee recognizes that approximately 93 percent of the GN’s administrative support positions are filled by beneficiaries.
However, members remain concerned that less than 30 percent of the GN’s currently filled senior management, middle management, and professional positions are occupied by beneficiaries.
The standing committee also notes that the department’s 2009-2010 business plan indicates that the GN’s departure rate is approximately 20 percent.
Mr. Chairman, the GN’s revised Priority Hiring Policy was tabled in the House in November 2005.
In November 2007, the minister made a statement in the Legislative Assembly to announce the extension of the policy to March of 2010.
The policy provides that NLCA beneficiaries who meet the qualifications of a given position have priority over other candidates.
In addition to this policy, the staffing process provides for the consideration of current GN employees as well as Nunavut residents with a minimum of one calendar year residency before applicants from other jurisdictions.
During the Legislative Assembly’s scrutiny of the department’s 2007-08 and 2008-09 main estimates and business plans, members noted that, “The Government of Nunavut’s own system of employee recognition provides long-term service awards to public servants who have been with the government for at least five years.
Members continue to urge the minister to review this issue.
Mr. Chairman, members raised the ongoing issue of the gender gap in the public service.
According to the 2006-07 Public Service Annual Report, 360 beneficiary males and 934 beneficiary females were employed by the GN in March 2007.
The standing committee recognizes that the gender gap is linked to levels of educational attainment and other social issues.
The gender gap is also evident in the Summer Student Employment Equity Program.
Mr. Chairman, the standing committee strongly supports the GN’s Summer Student Employment Equity Program.
Over 1,100 students, approximately 75 percent of whom were beneficiaries, have participated in this program since 2001.
The standing committee noted with concern that the number of students participating in the program decreased from 2,007 in the summer of 2006 to 128 in the summer of 2008.
Only 40 male students participated in the program last summer.
The standing committee was pleased to note that the minister will take an initiative to get beneficiary male students involved in the summer student program.
Members recognize that this program provides valuable work experience in GN departments for Nunavut youth.
Mr. Chairman, the standing committee notes that the GN’s overall vacancy rate has been approximately 20 percent over the last few years.
As of December 31, 2008, the vacancy rate was 23 percent.
As stated in its business plan, the department provides “human resource management support to all departments in the GN…” I don’t know what happened to the rest of my pages here.
Following its retreat in Cape Dorset earlier this year, the cabinet committed to “increasing capacity in its offices by changing the hiring policy.”
The standing committee looks forward to further information on how the GN plans to change the hiring process.
Mr. Chairman, the results of the 2006 GN Employee Survey were tabled in the Legislative Assembly in March 2008.
The results of this survey indicated that the high cost of housing rent was a concern for 138 respondents.
Thirty-five respondents indicated that they would be leaving Nunavut because of the high housing rent.
The issue of the impact of housing on GN employee retention has been an ongoing concern.
Members note that in 2008, the GN announced a “rollback” of staff housing rents to January 2007 levels.
The standing committee looks forward to monitoring the impact of the government’s staff housing policy on employee retention and encourages the department to continue to work with the Nunavut Housing Corporation on this issue.
I’m going to be skipping the rules section as we should all be pretty much accustomed to it by now.
However, each member will still have their 10 minutes.
I would like to know now if any member has any general comments in regard to the contents of the opening comments from Minister Shewchuk.
I also thank the minister and his officials for being here.
Human resources is a very sensitive issue considering the fact that we’re dealing with people’s lives in terms of gaining and retaining employment.
In regard to the opening comments, I’m looking at several pages. On page 2, basically there’s a section where you mentioned dispute resolution mechanisms, reporting of wrongdoing and protection from reprisal.
On page 3, halfway through the second paragraph, it says that retention and development of employees “continues 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.”
And finally, Mr. Chairman, on page 4, second paragraph, he indicated that “resolving workplace conflict quickly and effectively is critical... 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.”
I do want to apologize to the minister as well as my colleagues, and Mr. Chairman here on the sensitive nature of employment.
Constituents’ hopes are waning due to the fact that they feel that there’s no adequate mechanism to file grievances.
Many have come forth and expressed disappointment in the representation of grievances at the regional and territorial levels.
Many have gone to the extent of stating that in particular, the Nunavut Employees Union fails constituents and it’s a fact. I have witnessed this firsthand from many constituents who have shared their grievances and they’re frustrated because they know they’re continually disappointed in the fact that there’s no proper conflict resolution.
I wish to advise the human resource minister and his officials that this is not acceptable.
I would like to stress that there are many beneficiaries who fall through the cracks in the system and have fallen through the cracks in the system.
That’s why the retention of employees cannot be met in one major aspect. No one wants to go through the resolution process knowing that the system fails them.
Some have cited incompetence in ensuring grievance resolution and lack of representation.
There must be a better relationship with the Nunavut Employees Union and put them to task to ensure that all beneficiaries and constituents feel like they can be a valuable participant in Nunavut.  There are just too many people who are really disappointed and feel frustrated, which is why a lot people have come forth recently to share their experiences that there is no adequate resolution.
When they do file for a grievance resolution, the majority of the times, the constituents are not represented and a lot of people get frustrated.
With that, I do apologize for making those statements but they have to be shared because it is a fact.
There are many people that would rather not go through the process because even if they did try before, they have been failed.
So there has to be improved relationships with the Nunavut Employees Union, or perhaps there should be a different approach, or perhaps a new leadership should be considered.
This is quite serious and it’s not acceptable that a lot of our beneficiaries and constituents... it’s just not right basically.
I’m really glad to see the minister, in one final sentence, Mr. Chairman, he says, “We will continue to look for solutions to build upon and improve our services and programs in these areas.”
I would like to stress the fact that this is urgent and there are a lot of people who have lost employment, who have tried to file grievances, and a large majority say that it doesn’t work.
That was just a general comment, Mr. Chairman. Thank you very much.
Would the minister like to respond to that?
Thank you for the Member for Baker Lake’s question; it’s a very important question.
I’m just going to start by outlining that yes, we do have a grievance process in place right now through the union.
It may be difficult and I can understand where it would be sensitive to individuals and communities that are not getting maybe translation done or the needs are not being met through the union protocols that are in place right now.
However, that is the first contact and we would encourage people to take that route first.
However, the Workplace Wellness Division is presently developing a wellness communication plan to increase the information available to employees regarding wellness initiatives, including workplace conflict, and that is also with the ADR, or alternate dispute resolution.
The intention of this is to involve community members more to resolve these disputes and to assist people in the need that the member outlines.
So we do take this information that you’re providing. My department meets with the union on a monthly basis, so this information will be relayed to them.
And I think everybody is aware and understands the sensitive nature of what you’re saying to all employees in Nunavut.
Just for clarification, when Mr. Schell was reading on page four of his comments, the second paragraph, in his reading, he said that the standing committee noted with concern that the number of students participating in the program decreased from 2,007 to 128, but he should have read 207 to 128.
Chairman: Thank you, Mr. Rumbolt, for that clarification.
Total Operations and Maintenance. $3,438,000.
(interpretation) Mr. Aupaluktuq, did you have your hand up? (interpretation ends) Go ahead.
Mr. Aupaluktuq (interpretation): Thank you, Mr. Chairman. (interpretation ends) Correspondence from your department in October 2007 referred to deferring the introduction of a new Public Service Act until the completion of negotiations between the Government of Nunavut and the Nunavut Employees Union for a new collective agreement.
A new agreement with the Nunavut Employees Union was signed in June 2008.
Can you give any examples of how the Nunavut Employees Union is being involved in the development of the new Public Service Act?
Thank you for the question again.
I can tell you that we have just initiated the process into proceeding with developing a new Public Service Act. The Nunavut Employees Union will be a member of the steering committee in progressing in this Act.
Mr. Aupaluktuq (interpretation): Thank you very much, Mr. Chairman. (interpretation ends) Your department’s business plan indicates that one of its priorities for 2009-2010 is to “Introduce the Code of Values and Ethics.”
What is the status of this initiative and when will you table this Code of Values and Ethics in the Legislative Assembly?
I would again like to advise the member that at present, there is no code of conduct or ethics. However, we’re going to introduce that into regulations under the present Act.
We have a draft form right now and we’re consulting to get input into that, so there is a draft in place.
Finally, under Directorate on D-4, I would like to ask.
Correspondence from your department in April 2005 referred to a full consideration of whistle-blower protection as part of the review of the Public Service Act.  In consideration of a Code of Conduct for the GN workforce, how will the new Public Service Act address the issue of whistle-blower protection for the public service?
Again, to answer the member’s good question, everybody has spoken about whistle-blower legislation and many other jurisdictions do have this.
We are definitely considering this and want to do public consultations and consultations with other interested parties. This will be addressed in the new Public Service Act.
I have Mr. Elliott.
Mr. Aupaluktuq actually asked a couple of the questions that I was going to ask, but I just want to build on what he was asking.
In terms of the Code of Values and Ethics, you said it was coming and whatnot. Can we see that possibly tabled in September?
I’m looking for a more specific timeline.
I would just like to advise the member that we do have a draft in place and we are in consultation with interested parties and other deputy ministers from other departments. Our intention is to table such a document like that but I cannot give a timeline at this time for sure.
Could the minister commit to setting up a meeting with the committee to go over the Code of Values and Ethics so we can get a chance to review it too, please?
Yes, I’ll make that commitment to the member.
I’ll continue along with the lines of questions in the Public Service Act about the whistle-blower protection.  I know if Mr. Okalik was here, he would be asking more questions, so I will ask questions for him.
When do you foresee this process starting in terms of reviewing this?
I was thinking that you would wait for the meeting to come by to ask these questions, but Minister Shewchuk.
Again a very good question, but I think the member realizes the length of time it can take to introduce new legislation.
So we are in the initial stages, as I said before, in initiating the new Public Service Act, so it is going to take quite some time. There will be lots of consultation involving this too.
So does that mean that there’s a legislative proposal already written up and prepared?
Yes, there has been a legislative proposal all prepared. We just need to do more consultations and framework on it and it will move forward.
Will the committee be part of that consultation or can we get a copy of the legislative proposal?
By all means, we will consult with the committee as we move ahead.
I don’t have any more names. Directorate. Branch Summary.
Total Operations and Maintenance. $5,196,000.
Chairman (interpretation): Thank you. (interpretation ends) D-6.
Branch Summary. Community Operations.
Total Operations and Maintenance. $3,062,000.
Chairman: D-7. Branch Summary.
Total Operations and Maintenance. $892,000.
Chairman: D-8.
Total Operations and Maintenance. $783,000.
Chairman (interpretation): Thank you. (interpretation ends) D-9. Branch Summary.
Total Operations and Maintenance. $6,930,000.
Chairman: D-10. Branch Summary.
Total Operations and Maintenance. $2,066,000.
Chairman: Now we can go back to D-3.
Department Summary. Human Resources. Detail of Expenditures.
Total Operations and Maintenance. $22,367,000.
Chairman (interpretation): Thank you. (interpretation ends) Is the committee agreed that the Department of Human Resources is concluded?
Chairman (interpretation): Thank you. (interpretation ends) Now I would like to ask the Minister of Human Resources, Minister Shewchuk, to see if he has any closing remarks.
Hon. Daniel Shewchuk: I do and thank you very much, Mr. Chairman.
First of all, I would like to thank my witnesses for being here with me and my witnesses in the Gallery also.
I would like to thank the members for their interest and genuine concern about our human resource capacity in Nunavut.
We all do face very tough challenges ahead not only in our department but in all departments of the Government of Nunavut.
I assure you that, working with all of the members, we will strive to move forward and meet our needs with Inuit employment, and also to increase our capacity overall and to meet Nunavut’s needs.
Once again, thank you to all colleagues as well.
Chairman (interpretation): Sergeant-at-Arms, please escort the witnesses out.
Thank you. (interpretation ends) I would now like to ask the Minister of Justice, Minister Peterson, to make his opening remarks.
Bill 01 – Appropriation (Operations & Maintenance) Act, 2009-2010 – Justice – Consideration in Committee
Hon. Keith Peterson: Thank you, Mr. Chairman and members of the committee.
Mr. Chairman, I am pleased to present the 2009-2010 Main Estimates and Business Plan for the Department of Justice.
All Department of Justice programs, policies, and initiatives are designed to support the vision and principles outlined within the government’s Tamapta mandate.
The Department of Justice has been allocated a total operating budget of $76,002,000, which represents an increase of $9,253,000, or 13.9 percent, over last year’s budget.
This increase will provide the department with $3.39 million in funding for the increased costs to house inmates out of territory.
In conjunction with the Royal Canadian Mounted Police, we have created a provost unit. This unit enables the RCMP to increase Inuit representation and employment.
The provost unit transports detainees to and from correctional facilities.
In order to fulfill this initiative, we received $160,000 in new funding and reallocated $500,000 from the Corrections Branch through an interdepartmental transfer.
An additional $968,000 is earmarked to assist the RCMP with support for their national back-up policy, which is intended to provide a safer environment for members to perform their duties and provide better service to the public.
We are also working with the RCMP on the development of a pilot project to train and recruit five Inuit special constables.
An additional $2,756,000 represents the cost of the collective bargaining agreement and a further $882,000 is for increased energy costs.
Other increases have been allocated for:
The establishment of an assistant deputy attorney general position to ensure the proper fulfillment of the attorney general function;
Analysis and redrafting of correctional policies in order to improve and modernize rehabilitative practices for incarcerated Nunavummiut, as well as to instil an increased focus on recruitment, training, and retention of Inuit staff;
The placement of a community corrections probation officer in Cape Dorset;
An additional lawyer position due to extreme demands on justice legal advisors; and  Funding for the Legal Services Board to address chronic shortfalls and delays in the provision of legal services to Nunavummiut.
Mr. Chairman, I would be pleased to take questions.
Does the Chair of the Standing Committee on Social Wellness have any opening comments?
I am pleased to deliver the standing committee’s opening comments as the Committee of the Whole begins its consideration of the 2009-2010 Main Estimates and Business Plan of the Department of Justice.
The Standing Committee on Social Wellness 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 Justice is proposing to increase its budget for 2009-2010 by 13.9 percent.
Approximately half of this increase is in the area of corrections expenditures.
The remaining amounts are in the areas of law enforcement and legal services in addition to minor budget increases in the rest of the department’s programs.
The standing committee noted that the Family Abuse Intervention Act came into force on March 1, 2008.
Members recognize that the implementation of this important piece of legislation requires community justice outreach workers in each community.
The committee looks forward to the tabling of the first annual report on the Act, which is required by law to include information on “progress in addressing and preventing family abuse.”
During the minister’s appearance before the standing committee, members had the opportunity to raise a number of issues and concerns.
Mr. Chairman, members recognize that increased funding is being allocated for women’s shelters in Nunavut by the Department of Health and Social Services.
The committee recognizes that one measure of the Family Abuse Intervention Act’s effectiveness will be the extent to which it contributes to a reduction in the number of individuals seeking shelter from abusive situations.
The standing committee encourages the minister to monitor the number of women using shelters as one of the many indicators of the Act’s effectiveness.
Members were pleased to note the minister’s commitment to work with the Department of Health and Social Services in monitoring these numbers and trends. Members were also pleased to note the minister’s commitment to provide the standing committee with information on interagency approaches to the implementation of the Act.
The standing committee noted that one of the department’s priorities in its 2009-2010 business plan is to “Explore options for a Domestic Violence Court...” Members look forward to getting an update on the options the department is considering.
Mr. Chairman, committee members raised the ongoing issue of communication difficulties between the RCMP and the people whom they serve.
In particular, the issue of emergency calls continues to be a serious concern.
During the minister’s appearance, the standing committee was advised that the RCMP generally receives between 10,000 and 11,000 calls per year.
In March 2007, a public consultation report on policing services in Nunavut was tabled in the Legislative Assembly.
The report recognized “a significant level of frustration in communities with the central dispatch system based in Iqaluit.”
Residents of Nunavut were reported to have indicated that most of the incidents requiring immediate police assistance occur between midnight and 6:00 a.m., when their local RCMP detachments are closed.
As a result, emergency calls during the night are automatically transferred to RCMP call operators in Iqaluit who may not be familiar with the local community of the originating call.
The standing committee recognizes that the lack of Inuit language capacity exacerbates communication difficulties.
Members noted that when in emergency situations, people communicate most effectively in their first language.
For 70 percent of Nunavummiut, Inuktitut or Inuinnaqtun is their first language.
Members noted that when a person in an emergency situation calls an emergency number in Nunavut, the service is primarily English.
The policing services report also discussed communication difficulties with respect to crime prevention. In particular, the report noted “that the reluctance of witnesses to support investigations with statements and, possibly, court appearances makes the job of arresting and charging bootleggers difficult.”
Members suggested that Nunavummiut would be far more comfortable in providing information to authorities on bootlegging and other crimes if they could do so in the Inuit language.
Members were pleased that the minister committed to addressing this issue and look forward to his updating the Legislative Assembly during this session.
In September 2008, a shared directional statement between the Government of Nunavut and the RCMP was tabled in the Legislative Assembly. This document committed the RCMP to work with the Government of Nunavut to provide Nunavummiut with a policing service that is delivered in a “culturally compatible manner.”
Members look forward to commitments made by the minister to continue discussions with the RCMP on the issue of Inuit language use in general.
Members are also aware of the provisions in the Inuit Language Protection Act concerning the delivery of essential and emergency services.
The standing committee was pleased to note efforts now underway to address the language barrier and the issue of Inuit representation in the police force.