EdinburghNLP/nunavut-hansard-plusplus huggingface dataset:
We had planned to meet again with the elders, the different organizations and entities, and representatives of Inuit birth right organizations from the regions. We were going to have another meeting following up the initial conference to find out exactly what’s happening within the government and I think we will have to review that.
The question asked by MLA is something that we could very seriously consider. We’re not doing enough in that department. We have to set a goal among all the departments.
We have to have one goal, Mr. Chairman. Thank you.
I think it’s up to us to carefully consider our culture and traditions with the government. We should also include the various organizations and again, we should be divvying up the dollars through Community Programs for the communities.
When it’s not clarified, I think it’s all of us who are not doing enough. We are losing our language and in regard to Community Programs, we know exactly what should be made available at the community level. I think that we’re all not doing enough to set a goal and it seems like different organizations and governments are pointing fingers at each other.
If you, as the Minister of CLEY, talk to those entities, you will find that we’re just playing lip service to them.
Mrs. Clinton would tell you, “I hope that you’re not just a bunch of hot air.”
It seems like there’s (interpretation ends) lots of talk but no action.
(interpretation) I would like to ask you to discuss this further. It’s not going to become a reality right away but at the appropriate time, we should have an opportunity to meet and make plans for what should be implemented and so on. (interpretation ends) Thank you.
Yes, we can consider that but we will have to find some funds.
I believe that it’s possible, Mr. Chairman, because I feel that we could have more discussions on that after the NTI General Election.
I agree with my colleague that, as a government, our goal is to have Inuit employees.
Our goal is to have 85 percent Inuit employment and we like to think it’s a public government. Perhaps it would be ideal if NTI, as the land claims organization, could deal with that.
If they’re not working hard on that, I believe, as a government, that Inuit should own the government. That’s what we’re going through with, Mr. Chairman.
I would like to ask another question to the department. I know that there’s an excess of $6 million that is used by the department for grants and contributions geared towards youth and elders’ programs, and others such as the language programs.
I know that there’s funding there but it’s not sufficient and you have apply for funding.
One thing that is not understood by the elders who don’t have secretaries is how to go about applying for funding.
When it’s time to apply for funding, there are many communities in Nunavut and I know that not all of communities have secretaries to help them, so I wonder if you could elaborate on what the process is.
There’s a line item in the budget where they use the funding for grants and contributions, but the public doesn’t really know how to access that funding. They would like to apply for funding but they don’t know where to go to apply for funding. I was wondering if you could elaborate on that.
Yes, we can provide some assistance. There is a toll-free number in Igloolik for people who are interested in applying for funding.
We will be advertising that information through the media, such as Nunatsiaq News and News/North.
Once you approve the grants and contributions, we will publicize that information before the end of March and inform the public that they will be able to apply for these funds.
This week or next week, all Members of the Legislative Assembly will be sent correspondence on grants and contributions’ line items and all the municipalities will also receive a copy.
Other entities, such as elders’ and youth societies, will receive a copy of that information so that they are informed of what kind of programs or grants and contributions are available to them and where they can get more information.
So those are the things that we are working on at this time but we can add more action items, such as when Jonah Kelly makes public cassette recordings to send to the local radio stations in all of the communities. We can also go that route to disseminate that information. We can also review all of that.
Mr. Alagalak (interpretation): Thank you, Mr. Chairman. I’m very pleased to hear that and I’m very pleased that you explained the process because the public tends to think that we work for your department and they think that we, as Members of the Legislative Assembly, provide funding.
Right after the session, I was provided the information and we had an extended adjournment at that time when they provided that information. Perhaps you can send that information to our constituency offices in our communities and provide them as public service announcements.
I have another question on the same page under Nunavut Arts. There’s quite a bit of money allocated for that line item, so I would like to know what that’s going to be used for. Is it for the operations of an organization, or is it for arts and crafts, or is it for art shows, or is it for consultants to do the designing of a facility?
What’s that money geared towards? Thank you, Mr. Chairman.
We have identified that funding for arts and crafts or art supplies, and we have received applications for various items related to arts and crafts.
For instance, we provided funding to Igloolik’s ArtCirq for a show they recently held and the Tununiq Aqsarniit for their dance shows which are high in demand. We also provide assistance for events such as the Alianait Arts Festival that is held every spring.
We have provided assistance for a conference in Rankin Inlet for carvers and a carving workshop in Cape Dorset. We have also provided assistance for traditional dancing and drum dancing.
This line item is geared towards the arts in general, such as theatre arts for example, Mr. Chairman.
I understand that as being leisure arts, such as showcasing the traditional way of life.
Another question that I have is with regards to old artefacts, such as old grave sites, old clothing or anything that have been found.
Although museums don’t really house old artefacts, for example, as you know in Arviat, there’s a small museum and it showcases traditional ways and there’s also a library there. They need to be provided funding to operate that museum every year.
Sometimes we’re asked questions with regards to the museums, such as the traditional artefacts of Inuit or traditional clothing.
Why are we not filling these museums up with traditional clothing and artefacts? They put in current affairs into the archives just for reading.
I was wondering how you segregate the traditional artefacts. What’s the cap on how many artefacts that you would be getting or for archiving today’s information?
We need to house the artefacts properly and those are the issues that we also have to consider. We need proper storage in the museum to preserve the artefacts and they can be provided some funding.
Although we do have some funding to be used for artwork, for instance, if museums are going to start collecting artwork, these funds can be obtained through the application process.
The problem we are facing in Nunavut is that there’s no storage facility to store and preserve the artefacts.
We need proper storage and I know that the federal government can provide some additional support through that. We don’t have that kind of storage facility in Nunavut and we don’t have a museum.
We do provide some funding to renovate local museums and we can provide funding if they go through the application process, Mr. Chairman.
F-7. Community Programs.
I don’t know how to say this properly but I believe the Youth Identity Development Strategy was tabled in the House in 2003 and it’s going to be updated in 2008-09.
I want to know what the status is and if it’s ready.
Will you be tabling it this session or in the spring session?
In regard to his question, there will be some youth arriving to Iqaluit next week and they will be having discussions with NTI.
I believe that, Mr. Speaker, in the spring session, we will be able to present our plans on how we envision the future, including some suggestions or recommendations that have been made, and we’re expecting to table that in the spring session, Mr. Chairman.
I appreciate it and we will want to see that. I don’t want to repeat what Mr. Curley said but we don’t want to hear just lip service. If it’s just written down, very little will be accomplished.
We must assist our youth because parents are working nowadays, so they’re only getting educated through the education system.
My question is: once you table the strategy in the spring, will you make the hamlets and other organizations who deal with youth aware of what the government has planned for this strategy?
Hon. Louis Tapardjuk (interpretation): Yes, we will inform them of the strategy after the meeting.
I believe that the strategy has been worked on since 2004 and we would like to table a more detailed version in the House at the spring session, Mr. Chairman.
In the appendix under Summary of Grants and Contributions, there are two items - one is the Grants for Youth Initiatives, $150,000, and the other one is the Contributions for Youth Initiatives, $100,000.
Will this funding be used for the youth?
Will it make a difference for our youth? Is the funding going to be used to help the youth in their fund-raising?
Is this where the funding is coming from?
The contributions are geared towards the communities.
We provide grants of $2,000 annually for every youth council in Nunavut, but they have to apply for other funds and that’s how we provide assistance.
The youth councils hold teleconferences about once a month and that’s what this funding is for, Mr. Chairman.
F-7. Branch Summary.
I wanted to ask this earlier but I haven’t had the chance because we’re not on the page yet.
We don’t know what kind of people will attend the folk school, whether it will be for youth or adults. It would be good to hear who it’s for, what kind of programs will be offered, and what it will be really used for.
Is there a report in regard to that?
Has it been tabled?
I have not read anything on that, so when that comes to being, will they have a separate board when it’s operating?
I believe I tabled what we have done and what we’re preparing for the folk school yesterday. It will be for people who are 18 to 26 years of age.
The governance model has yet to be finalized by the steering committee and they’re currently working on this.
Hopefully, in the near future, they will let us know if they will have a board or if they will be a corporation.
Those are the things that are being worked on and those are identified in the update that I presented about what we envision our programs and courses will entail, Mr. Chairman.
Mr. Curley: Thank you. (interpretation) I hope that won’t take too long.
I would like to thank the minister for his response and I will definitely read it. In my view, it would be good if we can recognize the Inuit culture through legislation and not just through policy. It will benefit our youth in the future and for that reason, I fully support that.
It would be good if you could complete that in the life of this Assembly so that it doesn’t just fall off in the next Assembly if it doesn’t go through legislation.
I will definitely read that report and if at all possible, I would like an update at the spring session. (interpretation ends) Thank you.
Hon. Louis Tapardjuk (interpretation): Yes, I can commit to doing that, Mr. Chairman.
F-7.
Branch Summary. Community Programs.
Total Operations and Maintenance, to be Voted. $3,267,000.
Branch Summary. Sports Nunavut.
Total Operations and Maintenance, to be Voted. $3,843,000.
Back to page F-3.
Total Department Summary. Culture, Language, Elders and Youth. Detail of Expenditures.
Total Operations and Maintenance, to be Voted. $18,107,000.
Are you agreed that the Department of Culture, Language, Elders and Youth is concluded?
Thank you, Minister. (interpretation) Do you have any closing remarks?
Hon. Louis Tapardjuk (interpretation): I would like to thank my colleagues for listening to us.
Chairman: Thank you, Minister. I would like to thank your staff.
We will take five minutes.
>>Committee recessed at 16:32 and resumed at 16:48
I would now like to ask Minister Tapardjuk of the Department of Human Resources to make his opening remarks. Minister Tapardjuk.
Bill 23 – Appropriation (Operations & Maintenance) Act, 2008-2009 – Consideration in Committee – Human Resources
It is a pleasure to appear today on behalf of the Department of Human Resources to present the proposed Main Estimates and Business Plan for the Department of Human Resources for 2008-09.
Mr. Chairman, the Department of Human Resources has been allocated a budget of $18 million which is unchanged from the previous two years’ budgets.
Through the internal reallocations, we have increased our staff compliment from 94 staff to 96.5.
This includes 16 internship positions that are assigned to departments as part of our Sivuliqtiksat internship program.
Mr. Chairman, the Department of Human Resources is responsible for providing a wide range of human resources services and programs to departments and agencies of the Government of Nunavut.
We are committed to providing quality and timely service to our many clients who include management and staff within our public service and Nunavummiut who are looking for employment and development opportunities in the GN.
Mr. Chairman, Inuit representation in the GN has been steadily increasing and at September 30, 2007, beneficiaries represented 51 percent of our workforce.
My department continues to build on this momentum by providing departments with tools and support to achieve their Inuit employment goals in such areas as workforce planning and career planning.
At the same time, Mr. Chairman, my department recognizes that over the past year, overall capacity in our workforce has been decreasing.
Therefore, recruitment, retention and development of staff must continue to be a priority for this department and the Government of Nunavut as a whole and we must look for new and innovative ways to improve our services and programs in these areas.
About 58 percent, or $10.4 million, of the department’s budget for the fiscal year is allocated to the key areas of staffing, training and development, and Inuit employment.
This budget supports ongoing initiatives that focus on providing employment and development opportunities to beneficiaries, such as the Summer Student Employment Equity Program and the Sivuliqtiksat internship program, as well as services designed to improve accessibility to casual employment opportunities. Other key learning programs such as Inuktitut and Inuinnaqtun language training, employee and cultural orientation, and occupational training are also supported by this budget.
This coming fiscal year, we will be increasing our participation, employment and career fairs across the territory and nationally. We will also be developing a customized orientation and training program to our managers across the GN so that they have the knowledge, skills and cultural awareness to help their employees succeed in the workplace.
We also plan to implement the Inuit Peer Group Program across the GN. This program was developed in 2007 by the Departments of Culture, Language, Elders and Youth and Human Resources, and was established to create a forum for Inuit to share their issues and to make recommendations on workplace issues.
Next year, Mr. Chairman, my department will also continue to collaborate with all departments and agencies of the GN to develop new employee recruitment and retention initiatives to increase capacity in our workforce and encourage our valued employees to continue working for the GN.
Mr. Chairman, 10 percent, or $1.7 million, of my department’s budget is allocated to the area of employee relations.
This funding enables my department to demonstrate its commitment to Inuuqatigiittiarniq through ongoing delivery of the initiatives that improve employees’ knowledge of health and wellness matters such as the Employee and Family Assistance Program, workplace safety and conflict resolution.
This coming year, an Alternate Dispute Resolution Program will be developed and implemented to provide employees with options to resolve workplace disputes.
In the spirit of Aajiiqatigiinniq, Mr. Chairman, another priority for the coming year is to implement a joint consultation process with the Nunavut Employees Union.
The process will provide a forum for the mutual discussions between the union and the GN. We will also be expanding the Employee Recognition Program to recognize outstanding and dedicated performance contributions made by GN employees.
Mr. Chairman, the remaining 32 percent, or $5.9 million, of the department’s budget is allocated to such activities as management of headquarters and regional operations and job evaluation.
This coming year, in consultation with stakeholders, we will continue to research and develop a new Public Service Act and supporting regulations that incorporate current human resource practices within the GN, Inuit societal values and Article 23 of the Nunavut Land Claims Agreement. We will also be introducing a Code of Conduct that will be included in the new Public Service Act.
The code will identify the standard of conduct that applies to all GN employees.
Mr. Chairman, next year, we plan to automate some of our job evaluation processes, which will enable us to generate information accurately and efficiently.
We also committed to continuous improvement of the functioning of the human resources information and payroll system.
In addition, we will be expanding the training provided to staff in departments who are responsible for employee leave and attendance records, and my department will also be conducting a review of leave and attendance policies and procedures to improve leave management throughout the GN.
Mr. Chairman, before I conclude my remarks, I believe it is important for me to emphasize that my department recognizes that improvements can and will be made in how we promote employment opportunities to Nunavummiut and how we communicate with those who apply for positions in our public service.
I look forward to updating my colleagues on our efforts in these areas.
Mr. Chairman, our priorities for the coming fiscal year build on the department’s past accomplishments and respond to priorities identified in Pinasuaqtavut.
Our main estimates present the financial resources we will need to carry out our mandate in leading and developing Nunavut’s public service and providing human resources services and programs to GN departments and agencies.
Thank you, Mr. Chairman. I would be pleased to answer any questions.
Hon. Louis Tapardjuk: Yes, I do.
(interpretation) Welcome, Minister.
On my right is Aluki Rojas, the Deputy Minister of the Department Human Resources, and on my left is Bob Loehr, the Director of Corporate Services within the Department of Human Resources, Mr. Chairman.
Chairman: Welcome to the Chambers and to Committee of the Whole. Does the Co-Chair of the Standing Committee on Government Operations have comments? Mr. Peterson.
Mr. Peterson: Yes, Mr. Chairman.
The Standing Committee on Government Operations and Accountability has scrutinized the proposed 2008-09 Main Estimates and Business Plan of the Department of Human Resources, and I am pleased to provide you with the committee’s comments.
The standing committee notes that the proposed 2008-09 budget for the department is $18,019,000.
This is the same amount as was budgeted for the 2007-08 fiscal year.
The standing committee notes that the GN’s overall vacancy rate continues to remain static at approximately 20 percent.
In other words, almost one out of every five positions in the Government of Nunavut remains unfilled on a permanent basis.
Approximately 38 percent of the vacant positions are located in Iqaluit, where there are approximately 279 vacancies.
A number of other communities also have significant numbers of vacancies. In January of 2000, the Government of Nunavut-wide vacancy rate was approximately 25 percent.
It remains unclear if reducing the government’s overall vacancy rate to 10 percent is a realistic goal in the short or even medium-term.
The standing committee recognizes that the department has Government of Nunavut-wide responsibilities in the areas of job evaluation and classification. The committee continues to be concerned by what appears to be a high rate of growth in the number of Government of Nunavut positions classified as being in the management category.
According to the Government of Nunavut’s quarterly Inuit Employment Plan reports, in January of 2000, there were 233 positions across the Government of Nunavut classified as middle management.
That number has since grown to approximately 434 positions, an increase of over 86 percent. By contrast, the number of administrative support positions has actually decreased by almost 14 percent in the same period of time.
According to the Government of Nunavut’s March 2007 Inuit Employment Plan quarterly report, there were a total of 767 casual employees employed by the Government of Nunavut, of whom 504 were beneficiaries. 381 casuals were employed by the Department of Health and Social Services. In the past, concerns have been raised with respect to the excessive use of casuals to fill positions on a long-term basis.
The standing committee is supportive of efforts to ensure that casual hiring concentrates on bringing Inuit into the Government of Nunavut’s workforce, while being mindful of the importance of adhering to provisions in the collective agreement with the NEU with respect to such issues as eligibility for benefits after the passage of specified periods of time.  The standing committee also notes that the department has implemented a number of recommendations from its recent audit of the casual staffing process.
Other changes are on hold until the resolution of collective bargaining with the Nunavut Employees Union.
Mr. Chairman, the department’s 2008-09 business plan indicates that “policy work and legislative drafting are almost complete” for a new Public Service Act.
It is anticipated that new legislation will be introduced during the Third Legislative Assembly. The business plan also indicates that two of the department’s priorities for 2008-09 are to “introduce a new code of conduct for GN employees and provide associated orientation sessions and training resources” and to “develop a comprehensive implementation plan for the Public Service Act.”
The standing committee supports the Nunavut Employees Union and the Nunavut Teachers’ Association having a meaningful involvement in the development of the legislation.
The committee has also noted the minister’s commitment to fully consider the issue of whistle-blower protection in the development of a new Public Service Act. The idea of reintroducing binding arbitration into the Government of Nunavut’s collective bargaining process continues to warrant careful consideration.
The standing committee also notes that the most recent annual reports of the Integrity Commissioner of Nunavut to the Legislative Assembly have recommended that senior Government of Nunavut officials be subjected to the same legislated standards of ethical conduct as ministers and MLAs. The standing committee looks forward to the new statute providing for a public service code of conduct and clear conflict of interest rules.
The Government of Nunavut pays an annual bilingual bonus to some employees. According to the 2004-05 Public Service Annual Report, 421 Government of Nunavut employees received a $1,500 per year bilingual bonus.
According to the 2006-07 Public Service Annual Report, 787 Government of Nunavut employees received a bilingual bonus as of March 31, 2007. 777 of these employees received the bonus for proficiency in Inuktitut.
According to the department’s 2006-07 business plan, a draft of a new Language Incentive Policy had been completed.