I am in receipt of a return to written question asked by Mr. Hawkins on February 12, 2014, to the Honourable Tom Beaulieu, Minister of Human Resources, regarding dormant GNWT positions.
Mr. Speaker, in response to question 1, vacancy analysis as of October 31, 2013, indicates that there were 161 vacant GNWT positions that were categorized as inactive by departments and agencies. “Inactive” is the position status used to describe positions where there is no incumbent and no staffing action taking place in the immediate future.
In response to question 1(a), every department and agency, with the exception of Aboriginal Affairs and Intergovernmental Relations, had positions they categorized as inactive as of October 31, 2013. In response to question 1(b), inactive positions are located in Yellowknife; in the regional centres of Fort Smith, Hay River, Fort Simpson, Norman Wells, Inuvik; and in 16 smaller communities. In response to 1(c), there is very little funding associated with the positions that were categorized as inactive as of October 31, 2013. Some positions were identified as inactive because they are scheduled to sunset March 31, 2014. Others were inactive, pending job evaluation review due to
change of scope. Some others were inactive and are being re-profiled to fill other operational needs.
Mr. Speaker, in the October 31, 2013, vacancy analysis, departments also reported a total of 571 positions categorized as “to be staffed” in the immediate future. Given the dynamic nature of the GNWT public service, the number of positions to be staffed changes daily. The GNWT uses a range of methods within our legislative and policy framework for human resource management to fill positions across the public service. Departments and agencies are responsible for initiating recruitment to their positions and the Department of Human Resources provided expertise on options and approaches to best fill the position. In 2013 we had 1,265 staffing actions, including hires, transfers and promotions.
Mr. Speaker, in response to question 2(a), all departments and agencies identified positions in this category and these positions were located in 26 communities across the Northwest Territories. With regards to question 2(b), not all of the 571 positions were funded positions; for example, relief positions are included. Departments utilize funding approved by the Legislative Assembly to hire staff to effectively implement their mandated programs and services within the parameters of the Financial Administration Act and other budgetary controls.
With regards to question 2(c), departments use a variety of approaches to advertise positions. Many jobs are advertised on eRecruit, through our careers website at gnwtjobs.ca. Job posters are also sent to communities outside the regional centres to advertise job openings in the community. In addition to advertised job competitions, internal processes such as transfer assignments and direct appointments are used to get the right skill set into the job, support employee development and meet short-term needs. Finally, with regards to question 2(d), positions are typically vacant for no more than a month or two; however, on occasion, a position may be vacant for longer given unique recruitment challenges related to the occupation, position location or other factors. The Department of Human Resources is finalizing a hard to recruit methodology that will assist departments in addressing these recruitment challenges.
Mr. Speaker, to summarize, the public service is a large and diverse organization. It is not static. Employees join us, they move around, they take extended leave, they part company from us and we have to staff once again. At the same time, positions are created, filled or made inactive. The information collected on vacant positions informs program design and strategies which, in turn, assists with staffing, to support recruitment and retention efforts across the GNWT. Thank you.