Thank you, Madam Chair. I don't have the annual human resources report in front of me. Specific numbers are something that, I said earlier and I'll say it again, I'll certainly get the specific numbers of the total percent that were eligible to file appeals and some breakdowns in terms of what I may be able to provide additionally about the outcomes on appeals. I'm a bit challenged to describe the specifics of any appeal, because, obviously, the specifics of what makes for an appeal are the specifics of each appeal, but we may be able to put an aggregate together to describe, perhaps, the top few reasons why appeals are brought and then, perhaps, the top few reasons of why appeals are successful. That might help clarify what kinds of appeals are being brought and which ones are successful, so that there is some clarity around that. Thank you, Madam Chair.

Thank you, Minister. Member for Deh Cho.

Maybe just a final comment on that. Internally, within the GNWT, because I was there myself, we apply to jobs that are internal to a department. When we are unsuccessful, we are not notified of anything. We're not given any notification whatsoever of why we were denied the positions and stuff like that. I think we need to improve in that department, anyways. I just wanted to make that comment. Mahsi.

Thank you, Member for Deh Cho. Are there any further comments on the Department of Finance human resources? Member for Hay River South.

Thank you, Madam Chair. I had a concern from a constituent last week, and it had to do with internal job postings versus advertised. The person was outside the department and applied, but the job was actually, I guess, filled internally. I am wondering how many of the positions that become available are filled internally by the departments. Thank you.

Thank you, Member for Hay River South. Minister of Finance.

Thank you, Minister. Member for Hay River South.

Thank you, Madam Chair. The next one is affirmative action. That's a tough one for me, because I guess I'm always concerned about changing things that have been in place for a while. We talk about things being grandfathered in, because if you change something, it does open up a can of worms. That one, we have to give some thought to. In terms of P1 hires, are there any stats on the number of positions that have been filled that have both P1s and non-P1s applying for it, and what the percentage of successful P1s were, and how many of those P1s who were unsuccessful challenged or appealed? Two parts. Thank you.

Thank you, Member for Hay River South. Minister of Finance.

Madam Chair, I am going to apologize in advance. I think I was busy getting part number one settled and may not have entirely caught number two, but let me do my best. New hires that are P1: the percent total is 24.1 percent in 2019, April 1 to April 31, 2019, so not a full year. That's 24.1 percent. The second part is gone. I apologize, Madam Chair.

Thank you, Minister of Finance. Member for Hay River South.

Thank you, Madam Chair. If there was 24 percent that were successful, of the remaining percentage, which should be 76 percent, how many P1s actually applied in that 76 percent, and how many, if they were unsuccessful, appealed those hires? Thank you.

Thank you, Member for Hay River South. Minister of Finance.

Thank you, Madam Chair. I don't have my numbers broken down that way, but I'm confident that we can provide that information. I'll do so. Thank you, Madam Chair.

Thank you, Minister. Member for Hay River South.

Thank you, Madam Chair. The next point is, I guess, on bonuses. I can see the value in paying bonuses, but at the same time, I see the value in housing people on the street, as well. It's kind of a hard position for us to be put in. I'm just wondering if the department has talked to the employees receiving bonuses, and I'd like to know how important it is for those employees to receive those bonuses? Would it mean that, if they didn't receive it, they would be gone the next day? Thank you.

Thank you, Member for Hay River South. Minister of Finance.

Madam Chair, to my knowledge, that kind of interview has not been conducted. Again, I have heard this issue raised now by Members on more than one occasion, so it is clear that we will have to provide, and as I've said, I will commit to providing some more transparency about the process, the considerations that go into the payment of bonuses, and how it's done. Again, I certainly can assure the Members, at least for this point, that it's not done by way of taking funds out from other programs. It's meant to be funded internally, and there are caps on the total amount that is able to be spent on any one senior-level, and it is low. It's certainly not the Ministers. I will provide that transparency, Madam Chair, and see if I can't help clarify. Thank you.

Thank you, Minister. Member for Hay River South.

Thank you, Madam Chair. I just want to go back to the P1s again. Thinking about that, say you've got two people, you've got a P1, and the other person is not. It comes down, and the P1, if they have the minimum requirements for the position, will they be hired? Is that what we can expect, or is there something else in there that would stop that from happening? Thank you, Madam Chair.

Thank you, Member for Hay River South. Minister of Finance.

Thank you, Madam Chair. Yes, if a P1 has applied on a position, meets the requirements, and the passing grade for the various positions are set in conjunction and collaboration between human resources and departments, and if a P1 passes whatever the passing grade is, taking into account all of the qualifications, then the P1 gets the position, even if a non-P1 has a higher grade. Thank you, Madam. Chair.

Thank you, Minister. Member for Hay River South.