Mr. Speaker, I would like to provide an update on the progress relating to the amalgamation of human resource services.

It has now been one year since we took the first steps towards a modern human resources management structure with the amalgamation of human resource services that resulted in, and continues to result in, identifying issues and areas where improvement is necessary.

One of the issues that was identified last summer was a significant backlog in both the pay and benefits areas. In both areas, plans were introduced in September 2005 to improve the situation. On the benefits side, there were approximately 550 files that were outstanding at the time of the amalgamation. I am pleased to report that all of these files are either completed or in the hands of another party such as Superannuation or the employees themselves for final action.

On the pay side, we began with a backlog of over 1,000 files. More than 60 percent of these files have been completed.

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The pay office was challenged in addressing the backlog due, in part, to the instability of the human resources systems hardware. Since the installation of new servers three months ago, payroll has run cleanly and without serious disruption each and every pay week. We have made significant progress in addressing the pay backlog and any remaining files will be attended to during the summer months.

Work is ongoing to ensure human resource policies, procedures and guidelines are followed and practices are being implemented in a consistent and fair manner to ensure all employees, regardless of community or department of employment, receive quality service and equitable treatment.

As part of the commitment to transparency, new staffing appeals regulations under the Public Service Act came into effect on April 3, 2006. As a result, all competitions

up to the assistant deputy minister level can now be appealed.

The GNWT's exit survey has been modified and, in an effort to encourage greater use, a streamlined process will be used to request departing employees to complete the exit survey.

In January and February of this year, indeterminate and term GNWT employees were asked to complete a survey that included a set of core questions. A national project team, whose goal was to develop a tool that would enable governments to compare employee satisfaction and engagement across jurisdictions, designed these questions with our input. Approximately 36 percent of GNWT employees responded, providing an excellent snapshot of employees' opinions across the GNWT.

The majority of questions had a positive response. Over 80 percent of employees who responded know how their work contributes to the achievement of GNWT department goals, have positive working relationships with their co-workers and feel that their job is a good fit with their skills and interests. While the overall results were positive, there were a number of areas that identify issues that need to be addressed. Any question where more than 20 percent of employees disagreed or strongly disagreed was reviewed to determine what actions could be developed to improve employee satisfaction in these areas. Mr. Speaker, later today, at the appropriate time, I will table the results of the 2006 employee satisfaction and engagement survey and accompanying action plan.

From February through early April, Human Resources staff were involved in intensive review and planning sessions with the Hackett Group, a company with a proven background in human resource transformation work. Human Resources received detailed recommendations relating to processes and systems and the changes needed to continue with the transformation work. The department has begun to implement the recommendations by the Hackett Group. While many of the recommendations are focused on the internal workings of Human Resources, the result will be an improvement in services for all clients.

We have made significant progress in moving towards a modern human resources service delivery structure. While there is still much more work to be done, we realize that the continued commitment of Human Resources staff is instrumental in achieving excellence in human resource management. Thank you, Mr. Speaker.

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