Bob McLeod

Mr. Chair, there are presently 242 outstanding grievances. I think a large part of the problem is that the employees have been filing grievances at the highest level. There’s no opportunity to resolve grievances when they’re filed at the third level, so it all has to be handled through arbitration. As such, it takes time and is something we’ll have to work with the union on to try to bring this down to a manageable level. The union has indicated they’re prepared to spend time to bring the numbers down.

Thank you, Mr. Chair. Mr. Chair, we have been working on the development of a comprehensive human resource plan. I think we have a number of drafts. We have a deputy minister–level human resource committee that works with our department, and it’s something we’ll be putting a lot more effort into completing.

We have been spending a lot of time on modelling with regard to trying to determine what the impacts of self-government and land claims will be in the event that — when and if — aboriginal governments start to draw down on the delivery of programs and services. We’ve been in discussions with...

It could still be considered as part of the strategic initiatives and as part of the business planning process for next year.

Yes, I’d like to bring in some witnesses, please.

We don’t have a budget for locum nurses in Human Resources.

Mr. Chair, we do keep track of employee leave, and we do use it as a management tool to, in some cases, detect problem employees. Also, I don’t think we’ve done an analysis of stress leave, but we could do that. We do have a review of people who are on stress leave for extended periods to determine whether they need a change in venue or whether we’ll have a medical doctor review their situation. But in terms of doing an analysis of the areas or departments that have the most stress, I don’t think we’ve necessarily done that yet.

Mr. Chair, the way it works for full-time indeterminate employees is the reduction is taken off the top, and then the employees are paid over the 12 months of the year, so they really don’t notice the difference.

For casuals and summer students who work less than four months, it doesn’t apply to them.

The reductions were in the Graduate Transition Program. This was an internship program for private industry. Rather than cutting some of the programs that directly impact the public service, a decision was made to eliminate the program that supports the private sector for interns. This was offered through ECE but was funded by Human Resources. Also, the reduction in the graduate placement program for teachers and social workers will now bring the program funding in line with the historical uptake. We also would reduce the number of graduate workshops. We would reduce the in-person component of...

The intention of the panel is to create jobs and benefits for some of the smaller communities. The economy is heated here in Yellowknife. I think we benefit from there. We heard the Member for Tu Nedhe talking about the lack of jobs and opportunities in the communities in his riding. Our approach is…. We want to try to provide for all the communities.

I did indicate that the size of the panel would be up to 12 members. We haven’t really nailed it down in stone as to who would be represented on it. Certainly, we’d be willing to consider putting representatives, or NGOs, as the Member suggested.

Mr. Chair, I’d be pleased to do that. I’d just give advance warning that the document is about ten inches thick.