Mr. Chair, I am pleased to present the Department of Human Resources main estimates for the fiscal year 2010-2011. The mandate of the department is to provide leadership and direction to the Government of the Northwest Territories, its boards and agencies, in all areas of human resource management.
The Department of Human Resources is the face of the Government of the Northwest Territories as an employer. As the human resource service agency of the Government of the Northwest Territories, we are responsible for the development and implementation of government-wide human resource management, recruitment and compensation practices. Our advice on these practices supports departmental and agency decision-making.
The department is proposing a budget of $40.073 million in operational expenses for the coming fiscal year. This represents an increase of $4.994 million or an increase of 14.24 percent over the last main estimates. This includes $2.017 million for the NWT Public Service Strategy Plan 20/20: A Brilliant North and Service Stabilization Initiative, forced growth funding of $3.120 million for core operations resulting from the compensation increase negotiated during a successfully completed collective bargaining session. The forced growth also includes increased costs for the public service medical travel and dental benefits. Finally, Mr. Chair, the increase includes a corporate initiative of $136,000 for the printing of the Collective Agreement and implementation costs, and a sunset amount of $279,000 for arbitration hearings and for the Yellowknife consolidated clinic.
Mr. Chair, improving human resource management in the Government of the Northwest Territories is one of the priorities of the 16th Legislative Assembly
and one of the key components of the Refocusing Government committee mandate.
Mr. Chair, I would like to outline for you the key themes of 20/20: A Brilliant North, and the programs and initiatives under development for 2010-11.
Under the theme of “proving a healthy, safe work environment for employees:”
The department will create a health, wellness and safety framework for the Government of the Northwest Territories.
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The Aboriginal Cross-Cultural Awareness and Diversity Awareness training programs are under development, to be available to all departments by April 1, 2011. This will include e-training a component in the orientation and on-the-land cultural opportunities. The e-training will be available on-line to all existing and prospective employees.
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There is a GNWT Green Team and a number of departments have started their own green teams.
Mr. Chair, under the theme of “create a diverse and inclusive workplace representative of the Northwest Territories population:”
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The department is organizing regional advisory committees to provide a regional perspective and support the Aboriginal Employee Advisory Committee. These committees will help advise on issues related to the Affirmative Action Policy and methods of increasing the fair representation of aboriginal employees within the Government of the Northwest Territories.
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The GNWT Advisory Committee on
Employability will be operational by March 2010. This committee will advise the Human Resources Deputy Minister’s Committee on methods of promote, support and increase the representation of persons with disabilities within the Government of the Northwest Territories workforce.
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A sensitivity training project will be piloted in March 2010. The training, focused at directors, managers, officers, administration staff and persons with disabilities, will give attendees a greater understanding of the workforce that is represented by people with disabilities.
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The Human Resources employer of choice
unit, in addition to providing program support to the GNWT Advisory Committee on Employability, will develop a strategy and vision for increasing representation of all priority groups.
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The Department of Human Resources will be increasing our ability to track and report on all employees with disabilities who require an accommodation in our continuing attempt to increase the number of disabled employees, attract and retain them within the public service.
Mr. Chair, under the theme “demonstrate a commitment to learning and development of employees:”
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The Department of Human Resources will
create a structure for the design, delivery, administration and evaluation of targeted programs for the advancement of aboriginal persons within the public sector. These programs will provide the foundation for an Aboriginal Learning and Leadership Initiative.
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The department will make draft Government of the Northwest Territories-wide Learning Guidelines available by April 2010. The guidelines will help to provide much needed investment in learning and development within the public service.
Finally, Mr. Chair, under the theme “deliver effective workforce planning practices, from attraction to retirement:”
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Human resource plans, which align with
business plans, are being piloted in three
departments: Environment and Natural Resources, Finance and Transportation.
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A review and update of Government of the Northwest Territories recruitment and marketing initiatives is underway and includes a review of current departmental practices for hard to recruit positions. This information will be critical in the development of a Government of the Northwest Territories-wide recruitment strategy.
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A Department of Human Resources Transition Team has been created to review and streamline existing processes. Work is underway to improve efficiencies, help resolve outstanding pay and benefits issues and look at improvements in other areas of human resource core service delivery.
Mr. Chair, I would like to thank the Members of this House, specifically the Government Operations committee, for their support on these initiatives and of the NWT Public Service Strategic Plan 20/20: A Brilliant North. I will be pleased to answer any questions that Members have regarding the budget.