Mr. Speaker, the universal skills required to lead people, champion innovation and manage change are becoming even more important, given the GNWT’s complex and ever-changing work context. These skills combine with our staff’s technical skills and knowledge to make them strong, capable leaders. I am pleased to announce that our new Senior Management Competency Model will guide the development of management expertise within the public service as we work to achieve the 17th Assembly’s vision and

goals.

The Senior Management Competency Model provides a description of the patterns of behaviours that are valued by the GNWT and are required for success as a senior manager in the public service. A senior manager means a job with titles such as deputy minister, president, chief executive officer, assistant deputy minister, director and superintendent.

Mr. Speaker, we all expect both leadership and management from the top levels of government. Based on those two qualities, the senior management competencies define how managers can be successful in their roles.

Leadership excellence focuses on personal and interpersonal conduct, how to strategically think about problems and strategies, and building relationships with stakeholders to achieve the goals and priorities that are important to Northerners.

Management excellence focuses on setting a plan in motion and getting it done. That means creating the conditions to allow people to achieve results and maximizing effectiveness and sustainability of our human, financial and environmental resources.

Mr. Speaker, creating an effective and efficient government is a priority of the Legislative Assembly. The new competency model supports

the objectives of the NWT Public Service Strategic Plan, and provides a solid business foundation to transform our strategic human resource processes, from hiring to succession planning. Our expectations for senior managers will be clear and we’ll give staff the help they need to develop as leaders.

Training for senior managers on the new competencies is scheduled for March. Our next steps are to develop a competency model for all other GNWT roles that will work hand in hand with the ePerformance module of PeopleSoft. ePerformance, approved through the Department of Human Resources’ 2012-13 Capital Estimates, will streamline our manual performance evaluation process and support the performance management process for all departments and agencies.

Mr. Speaker, as we work together to build a strong, sustainable future for our territory, the Senior Management Competency Model is an important public service investment. It will support our staff to meet the needs of all of our residents as they provide critical programs and services throughout the Northwest Territories. Thank you, Mr. Speaker.