EdinburghNLP/nunavut-hansard-plusplus huggingface dataset:
They have done that and we could do the same with individual departments or public agencies.
One of the things too we note in your business plan is that you’re actually doing, perhaps, an audit on your internal audit office to see how effective they are.
Who is doing that? Is that somebody independent or is that somebody in-house?
Hon. Keith Peterson: Thank you, Mr. Chairman. I thank Ms. Angnakak for the question. It’s a good audit…ah, good question.
I asked Madam Sheila Fraser one time, “Who audits the auditors?” Of course, the auditors have to be audited to make sure that they’re doing a good job. They call it quality assurance.
It would be an independent firm that would audit the Internal Audit Services and that’s a requirement every five years.
That’s good to hear. I think independent is good.
It’s a specific type of work. Let’s start off with this: how many beneficiaries do you have in that office?
We don’t have any beneficiaries working as internal auditors.
Can the minister tell us why?
It’s a good question. When we go to competition, we always use Article 23 that beneficiaries are priority hires.
People are free to apply if they feel they’re qualified.
It’s open to beneficiaries. It is a very specialized field. You’ve got to have some accounting training, accounting designation, and audit training, so it’s a very complex area.
It could be very stressful because you’re digging into some very sensitive issues if you’re doing compliance audits or forensic audits. It’s not an easy job.
Mr. Chairman, if it’s possible, I’ll ask Deputy Minister D’Arcy to provide some more detailed information as to why there are no beneficiaries in internal audit.
The minister has provided all the information that I was going to provide.
We have had two beneficiaries in internal audit over the last ten years or so who were working along in the auditing regime, but they have both chosen to go on to other positions within the GN. They’re both within the Government of Nunavut at this point in time.
We would like to continue an internship type of program in internal audit, but as the minister says, there are specialized educational requirements within internal audit and it is something that we continue to struggle with.
If we find a beneficiary who is interested in pursuing further studies in internal audit, we would be very interested in speaking to them.
Auditing numbers certainly isn’t my cup of tea. If it was somebody’s interest and they didn’t have the qualification, and we wanted to see more beneficiaries working, is there a way… ? Even if they don’t have the qualifications immediately, they might have the aptitude or the interest or whatever that you could build up to that maybe would even generate enough interest in them to actually go back to school to get that kind of training.
Is that something that you would be open to? Is it something that you could work with the Department of EIA? I know they’re doing the intern/mentoring program that they have there.
Is that something that you could look at?
We can do all that. We have our financial internship program. We do support people who are interested in studying for certified general accountants and certified management accountants.
At some point, they’re all going to be merged and called “certified public accountants” when we bring forward legislation.
At the same time, it should be understood that it is very specialized training and usually they have to come with an accounting designation.
It’s a lot of hard work to become a CGA or CMA. If people are interested in being accountants, we’re certainly willing to support them and we can support them.
One, the two Inuit you had working there, what positions were they in?
I don’t know if that’s a secret or whatever. I forgot my other question now. Let’s start with that one.
I was going to rule you out anyways if you tried to ask the second question. Minister Peterson.
I thank Ms. Angnakak for her one question.
I don’t know the individuals in all the jobs, but one of the individuals was a junior auditor and the other was a human resource specialist.
Would those two positions then be targets to try to get other beneficiaries to take the positions that you just quoted?
The junior auditor position is a definite possibility.
Ms. Angnakak: We asked questions on this subject.
I just want to know how many interns the Department of Finance has that are beneficiaries.
We have four positions available and three are currently filled.
We are on Finance.
Total Operations and Maintenance, to be Voted. $1,604,000.
Mr. Alexander Sammurtok (interpretation): Thank you, Mr. Chairman. (interpretation ends) In your Priorities (2015-16), the last bullet on page 28 indicates, “Expand student employment opportunities for students in non-decentralized communities,” and then it goes on to say that there were efforts made to have two communities in this program.
Will you be expanding this program to other communities?
Hon. Keith Peterson: Thank you, Mr. Chairman. I thank Mr. A. Sammurtok for his question.
Yes, we would like to expand to other communities.
We did try a couple of communities last year, Clyde River and Qikiqtarjuaq, where there hadn’t been any. We were only able to hire one student in Clyde River, but not in Qikiqtarjuaq. We’re going to continue to offer it to other communities.
Mr. Sammurtok: What is the 2016-17 budget for the Summer Student Employment Equity Program and how does this amount compare to previous years’ budget for this program?
Hon. Keith Peterson: Thank you, Mr. Chairman. I thank Mr. A. Sammurtok for the question.
The budget in 2015 was $985,000 and that was the same as previous years.
That covers from the April to August 31 period.
That would be the budget going forward.
I should mention that in addition, there is $985,000, but the departments overall, including, I believe, the public agencies, they spent $2.4 million on summer student employment.
Mr. Sammurtok (interpretation): Thank you, Mr. Chairman. (interpretation ends) In 2015, a total of 208 Nunavut students had summer jobs as part of the government’s Summer Student Employment Equity Program. 131 of these jobs were located in Iqaluit, Rankin Inlet, and Cambridge Bay.
What is your position as minister concerning the idea of providing wage subsidies to municipalities and other employers to hire summer students in Nunavut communities that do not have a large GN presence?
I thank Mr. A. Sammurtok for that question.
Currently, we are concentrating on a Government of Nunavut program. As he says, it has been quite successful.
I believe the federal government makes wage subsidies available to communities through the Canada Summer Jobs program. There is funding available through the Government of Canada for summer students.
On your priorities, page 29 of your business plan, for 2015-16, the second bullet, “Raise the profile of the GN as an attractive place to work, by providing material to job seekers highlighting compensation, benefits, professional development opportunities and flexible work arrangements.”
Could you explain what “flexible work arrangements” mean?
Please explain that to us, Minister Peterson.
Hon. Keith Peterson: When I hear the word “flexible,” I think of people stretching.
We should do more stretching. You get kind of stiff sitting down here.
Thank you for the question, Mr. A. Sammurtok.
We offer employees an opportunity that as long as they work 7.5 hours and they can get their hours in the work week, as long as they get their 37.5 hours of work in, they can work flex hours.
Mr. Sammurtok (interpretation): Thank you, Mr. Chairman. (interpretation ends) When the Government of Nunavut first started not too long ago in 1999, one of the things that they included was flexible work hours.
It never worked. I don’t think it will work here.
Do you actually know that it’s going to work?
I thank Mr. A. Sammurtok for his question and comment.
We don’t do it a lot, but when an employee makes arrangements, they could come in at 9:00 and some employees could leave at 4:00.
Typically, it would be associated, perhaps, with parents who have to drop their kids off at school and have to leave work early to pick their kids up. It’s those kinds of arrangements.
Again, we’re trying to make the Government of Nunavut a place where people can enjoy working.
We’re not hard and fast on telling a mother to be there right at 8:30 if she can’t be, but she can come at 9:00 because she has to drop her kid off at school or leave early to pick the kids up from daycare.
As long as it’s an arrangement and it works for the employer and it works for them, then that’s something we can consider.
Chairman (interpretation): Thank you, Minister. Mr. Sammurtok.
Mr. Sammurtok (interpretation): Thank you, Mr. Chairman. (interpretation ends) If there’s such an arrangement that’s going to be done with flexible work hours, I hope it’s for all the work, including the secretary, not just middle management or the supervisors.
Now, on page 29 of your priorities for 2016-17, the last bullet, “Explore options for leave and attendance software,” I thought you already had software for leave and attendance. (interpretation) Thank you, Mr. Chairman.
We do and we don’t.
Like any software, when it gets developed, we test it. If it works, that’s great and if it doesn’t, it’s back to the drawing board. That’s actually what we have been doing here for a couple years.
That’s why we call it a pilot project. We’re trying to develop a leave and attendance system that works for us.
When we test it, it’s not quite what we want. We’re continuing to work on developing that software.
Mr. Sammurtok (interpretation): Thank you, Mr. Chairman. (interpretation ends) On your priorities on page 30 of your business plan for 2018-19, second last bullet, “Expand the profile of the GN as an Employer of Choice through larger social media recruitment tools that allow candidates to view employment opportunities, engage with HR/staffing professionals, share information and network.”
As we’re well aware, not all do have access to social media.
Is that just to aim for southern employment?
I thank Mr. A. Sammurtok for his question. It’s a good question. No, it’s not just aimed at the southern jurisdictions.
In Nunavut and in most communities I know, we have people on social media. As we expand going forward, I’m sure that if we get the high-speed Internet one of these days, we can wish and dream for fibre optics. That’s something that we have to look into the future.
I know, in many communities, we do have a lot of people on cellphones, they have iPads, they have their desktop computers, and they’re looking at social media.
This is one thing we’re looking at.
You can still go to the job ads at your local HR office. They are posted on the bulletin board. They are in the newspapers.
It will still be available to people who, perhaps, don’t use social media.
Mr. Sammurtok (interpretation): Thank you, Mr. Chairman. (interpretation ends) How many direct appointments have been made by the cabinet to date during the current 2015-16 fiscal year?
I don’t know if I have that number right off the top of my head. As a cabinet minister, I see quite a few of them come through the cabinet approval process.
It’s one of the tools that we use. We have encouraged the departments over the last couple of years to look internally at positions, if there are people who are qualified, and do up the necessary paperwork and submit it to Finance for direct appointment.
I don’t have a specific number that I can give you right now, but we can certainly get that information.
Mr. Sammurtok: I realize you don’t have the numbers, but once you do get the numbers, would you be able to supply the MLAs or the House of the direct appointments for 2015-16 with a breakdown of how many were beneficiaries and non-beneficiaries?
Hon. Keith Peterson: Thank you, Mr. Chairman. I thank Mr. A. Sammurtok for that question.
While he was talking, Christine was digging up the information for me. I can supply that right now.
Thank you, Christine.
Between April 2015 and January 2016, there were a total of 43 direct appointments, 37 of which were beneficiaries.
I just have one question and that’s on page 29 of the business plan where it says, “Develop options to expand the GN employee awards program.” I just want to know a little bit more about that.
What we have been doing in the last couple of years is recognizing all our long-term service award employees across Nunavut going out on the 5, 10, 15, 20, 25, 30, and 35.
In this building, there is someone that’s over 43.
I think he’s coming up to over 45 years this year. Do we have an award for 45 years?
We want to recognize all our long-term service employees, so we will have special events, dinners for them, and give them special awards.
We will bring them into a central community and hopefully have the MLAs and the ministers present.
It has been quite successful and well received the last couple of years, so we’re hoping to continue that.
Ms. Angnakak, you said that you were done with your questions, so I won’t acknowledge you again.
Mr. Mikkungwak (interpretation): Thank you very much, Mr. Chairman, for acknowledging me. My first question is in regard to Baker Lake.
It’s a regional centre in some ways.
My colleague asked this question on another issue. Nevertheless, Baker Lake is one of the decentralized communities in Nunavut. The youth usually work in the summer season and I wonder if you have considered that option.
There are quite a number of employees there, but if we want our youth to assume these positions in the future, especially aboriginal youth, then summer placements would assist them in learning the ropes. It seems obvious that many people could benefit from this, but I wonder if this was ever considered.
Very definitely, in fact, last summer, there were ten summer students working in Baker Lake between the government departments and the public agency there. It has been very well utilized in Baker Lake.
Baker Lake is actually in the top six for summer student employees.
In light of that also, what’s the position with Crown agencies, where you have established Crown agencies, where there are strong employment and positive careers in Crown agencies for summer students who could also benefit their knowledge?
Would that also be entertained?
Prior to having this question answered, I want members to be cognizant of our requirement for a quorum in the House, as we are required to have a minimum number of members present. Please keep that in mind.
I know that sometimes members have to leave the Chamber or have things to do, but I remind members that we cannot proceed without quorum and we have to be aware of that.
Hon. Keith Peterson: Thank you, Mr. Chairman. I again thank Mr. Mikkungwak for his question.
I don’t have the breakdown by communities which public agencies were hiring summer students, but I can tell you that the Nunavut Housing Corporation hired 6 summer students, Nunavut Arctic College hired 10, and the Qulliq Energy Corporation hired 14.
It’s being utilized by the public agencies.
Mr. Mikkungwak indicated that he’s done.
I don’t have too many questions on this area, but to start off, this section of your department, Comptrollership, deals with recruitment, retention, and that sort of thing. I’m trying to figure how your department works with the Department of Family Services, for example.
They have labour market initiatives and data that could be very useful for your department in recruiting. Maybe they have people that are participating in their programs that might fit into a job opening.
For example, does your department have a collection of resumés, a repository of resumés? I noticed in your business plan, you’re planning to establish a repository for job descriptions, but is there one for resumés?
Is there someone in your department that looks at all these resumés and then tries to link for a job opening and contacts them saying, “There’s a job opening here. Are you interested?”
Hon. Keith Peterson: Thank you, Mr. Chairman. I thank Mr. Joanasie for his question.
On the Department of Finance’s HR side, we do participate in career days, job fairs, and we do go on recruitment initiative trips across Canada. With respect to labour force development, we don’t engage in that; we let Family Services do that.
When it comes to resumés, we would keep a repository of resumés for casual employees.
If a specific department requires casuals, they could contact the HR department and then they would view the casual list to see if there’s anyone qualified or suitable for the position they are trying to fill. Typically, we would not have an individual go through resumés and then call people saying that we have a job available.
I suppose, if there are people that are only interested in casual work, you have their resumés on file for them. Is that how I understand it?
Yes, there are a lot of people that are only interested in casual work and they would have their resumés on file. again, if the department is looking for someone with specific qualifications, they can review the resumés on file and contact them.
Mr. Joanasie: Thank you, Mr. Chairman. Thank you for that response.
Apart from that, my only other question is: when you’re advertising for any position within the public service, does every advertisement state the salary or the range of salary? Does that apply to all advertisements for the GN?
I would like to say all, but I have to qualify that. For the most part, the range of pay would be on the job ad, at least the ones I have seen.
I wouldn’t want to say “all” because there might be one or two out there that I don’t know about that don’t have the salary.
That might be, for example, at a deputy minister level, so I can’t say “all.” For the most part, the range of salary is on the competition notice.
I have only one short question for clarification.
In the minister’s response to a question about the Summer Student Employment Equity Program, he said that there were none in Qikiqtarjuaq. How come there were none in Qikiqtarjuaq?
Was it because nobody was qualified or capable or there was no interest at all?
Chairman (interpretation): Thank you, Mr. Keyootak. I think somebody brought it up, but if Minister Peterson would like to respond, I give him the opportunity.
Hon. Keith Peterson: Thank you, Mr. Chairman. I thank Mr. Keyootak for the question. My answer was in response to the summer student program.
There were opportunities in Qikiqtarjuaq for summer students to apply and there were no applications received from students. That was simply the case. There were no applications and it had nothing to with casual employees; it was summer students.
Jobs were available, but summer students didn’t apply. We don’t have any explanation for why they didn’t apply.
I think that responded to your question, Mr. Keyootak, and I think that’s it for you.
My question is on the ethics officer. Nunavut’s new ethics officer was appointed last year. I’m just wondering if all departments and all communities have been notified of what this person does.
It seems to be well publicized that we have an ethics officer.
It’s in the Public Service Act and I would hope that all departments are aware of the ethics officer, what the role is, and how he could become involved with the departments.
Nunavut’s new ethics officer was appointed. When do you expect to receive his first annual report for the 2015-16 fiscal year?
First of all, the year-end is coming up March 31.
I believe, under the Act, he’s required to give me a report and then I have to table it within six months.
I don’t have the Act in front of me, but I think that’s the requirement.
I’m hoping that within few short months after year-end, I will get that report.
I’m not in contact with the ethics officer myself. As a minister, I can’t just pick the phone up and ask him for stuff. I have to let him do his work.
On another topic, the government’s current collective agreement with the NEU expired on September 30, 2014.
As of today, what is the status of collective bargaining with the NEU?
Mr. Chairman, the NEU and the Government of Nunavut have had several bargaining sessions.
As of today, we still don’t have an agreement and I believe we may be going to mediation.
The government’s current collective agreement with the Nunavut Teachers Association expires on June 30, 2017.
In your business plan on page 29, your priority is to “Negotiate the Nunavut Teachers Association collective agreement.”
When are formal negotiations with NTA scheduled to begin?
That’s an interesting question.
Minister Quassa and I were in Cambridge Bay three or four weeks ago. It seems like three or four weeks ago. We were at a teachers’ professional development conference.
The minister and I were sitting in the front row and they were lobbying for raises. We had to listen and they actually said, “Hopefully we will get an increase,” but we haven’t heard from them yet.
Teachers are very important to our communities and we hope that, at some point, we will begin negotiations. The last time around, we had very good negotiations and Minister Quassa and I, with their boss there, we were able to sign an agreement. It was very productive.
It has been a very good relationship. We’re hopeful that, at some point, they will approach us so that we can get those negotiations underway.
We’re on Branch Summary. Finance. Comptrollership.
Total Operations and Maintenance, to be Voted. $26,926,000.
Turn to page C-8.
I have one question, but I will need to listen to the response.
Looking at the financial numbers for children under the age of 18, the Nunavut Child Benefit, it has remained the same. Did they consider increasing it in Nunavut?
Sorry, Mr. Chairman. We’re not certain of what Mr. Mikkungwak is asking. If he could clarify his question.
Chairman (interpretation): Mr. Mikkungwak, please clarify your question.
For the Nunavut Child Benefit, when I look at that budget line across 2015-16, 2016-17, right across, it’s the same amount, $2,055,000. Is the department satisfied with that amount due to the cost of living in Nunavut?
Chairman (interpretation): Thank you, Mr. Mikkungwak. (interpretation ends) For your information, Minister Peterson, the item that is being referred to is on page 31 of your business plan.
Hon. Keith Peterson: Thank you, Mr. Chairman. I thank Mr. Mikkungwak for clarifying it.
My answer would be that we believe that that’s a fair amount. That figure is adequate.
Under Employee Benefits, can we get a further breakdown on page 30 of the draft business plan, 2016-19? There are Workers’ Safety and Compensation Commission premiums, relocation, medical travel, and other benefits. Can we get a further breakdown of this?
The Workers’ Safety and Compensation Commission premiums, that would be $4,438,000; Government of Nunavut employees’ sick leave accrued would be $3 million; hunters’ and trappers’ claims would be $150,000; Ontario Employers Health Tax, $13 million; relocation would be $350,000; and then we have the Summer Student Employment Equity Program, $985,000; deputy ministers’ supplementary retiring benefits would be $338,000; and travel and transportation, that’s $14,100,000.
What else we got here?
I guess the bulk of that is the medical travel for staff.
Can we get a sense, out of the workforce, how many employees take… ? It must be a lot, that a lot of your employees are using this medical travel benefit. Is there a number associated with this $14 million?
I remember reading that number and all the stats. Christine is digging for it right now, if you can just bear with us.
There are quite a few Government of Nunavut employees who use medical travel.
Sorry, Mr. Chairman, we just can’t find that number, but off the top of my head, I think over 2,000 employees have used GN medical travel. There’s an average cost and we can get that information and provide it to the committee if you agree.
Chairman (interpretation): Thank you, Minister. Please do that and once you find it, for our information purposes, if you can forward it at that time, we would appreciate receiving that information.
I have a brief question to ask the Minister of Finance regarding the child benefit program, which I believe is a Canada-wide program.