Thank you, Mr. Chairman. My comments are to do with Footprints 2 to start with today. I had the privilege at one time of working with John Amagoalik and Peter Ernerk, today's commissioners of the Nunavut Implementation Commission. That was some years ago, and for a number of years. I admire what they and their fellow commissioners have produced, the documents called Footprints in New Snow, and Footprints 2. This particular report is addressed to the Honourable Ron Irwin, Minister of Indian and Northern Affairs, and to our Premier Don Morin, and to the President of Nunavut Tungavik Incorporated, Jose Kusugak. It asks for a response from those agencies to its report. I would like to quote a couple of areas from that report.

"Their respective responsibilities and roles of the Government of Canada, the GNWT, and NTI, in relation to the creation of Nunavut, do not exist in isolation." The report further states "until April 1, 1999, the legislature and Government of the NWT, have broad-based legislative, financial and administrative responsibilities with respect to all residents of the N.W.T., of Nunavut, and the western region alike. In addition to its overall responsibilities, the GNWT has specific duties under the Nunavut Act."

One of the duties the Government of the Northwest Territories has is responding to Footprints 2. In that regard, Cabinet needs to have input from members of this Legislative Assembly. I am going to address that input, and also try, through questions a little later on, to seek what the position and viewpoints of this government is in certain areas. The creation of Nunavut, and the creation of a new territory here in the west, is a given. It is a done deal through the Nunavut Act, and thus will come about on April 1, 1999. The Nunavut Implementation Commission calls for an implementation period of April 1st, 1998 to April 1st, 2000, and I agree with that. There are a number of areas of concern.

Let me deal here now with the human resources area. I believe that the Government of the Northwest Territories has an obligation to protect the employment of existing staff. I would support the GNWT if it takes this stand. It is my belief that a strong civil service will be the key to the successful creation of Nunavut. New leaders have big jobs to do, and a short time to do it in, such as, electing a legislature, setting up priority policies, and laws, and they have day to day management that may detract from the priorities. It is in the interest of new governments to keep the civil service in tact as much as possible, so they do not get held up in details. Unfortunately, we are undertaking division at a time of uncertainty. Capable and qualified individuals fear their jobs will disappear through, either cuts or the insecurity of transfer or possible transfer to the new territorial government Nunavut. They have few incentives to remain in the jobs they now hold. Not many people are aware of the principles articulated in Footprints 2 that current employees should be given the opportunity to remain in their positions with the new government. We should acknowledge this section and show people the process in respecting their concerns. We should also form a statement to provide a level of assurance to people who feel their jobs are in jeopardy, to ensure their concerns are not being ignored. Further, Nunavut has ambitious long term targets for Inuit in its civil service, about 80 percent of jobs. Existing staff can play an important role in training those new staff especially in management positions. We have many precedents for developing such a statement:

A)The Working Toward 1999 report by the Territorial government noted that uncertainty could lead to loss of capable staff.

B)The 1992 plebiscite of boundary said that division would occur with respect to the employment status and job preferences of Territories government employees that was the 1992 plebiscite.

The need for consistency in staffing has been recognized throughout the process. We should not abandon it now. People need assurances about the future otherwise they may not stick around during important transition periods. Existing employees have a great deal to offer. They can be responsible in their future roles as trainers and, as experience has shown, experience is the best teacher. It is grass roots wisdom. Some government employees may be unwilling or unable to move. People who cannot or will not move to the new government should be treated with respect. Some may assume their resistance to change is based not on wanting to move to Nunavut. This is wrong. Perhaps many people will not want to move for economic or family reasons, such as mortgages, commitments here in the community that they presently live in, kids in school at critical years, health and family issues. It should be noted, for example, that for those people in Yellowknife, it is becoming extremely hard to sell houses, it is becoming much more difficult in our community. Further division is something that is being thrust on the employees. It has nothing to do with willingness or ability to work. It deals with matters beyond the control of the individuals.

Mr. Chairman, I would like to end my statement there. I have further statements to make and later I would like to raise some questions in regard to the human resources side. Thank you.