Glen Abernethy

Thank you, Mr. Chair. Mr. Chair, if there was only one P1 candidate, we might actually look at a P2 or P3 as well. However, if the P1 passes, the P1 would be offered the job. That is to save time later should an individual not pass. The priority would still go to the Indigenous Aboriginal candidate who is screened in and passes.

There are a number of reasons, but the reason we think that we've seen the greatest increase is the Harassment Free and Respectful Workplace Policy that we have put in has resulted in a number of files and investigations that we need to do increasing. It's a fairly new policy, new program, and I think we expected some ramp up as we're implementing it and we have seen that.

Thank you, Mr. Chair. On my left is Bronwyn Watters, who is the deputy minister of Human Resources, and on my right, Michelle Simpson, who is the director of corporate affairs.

Thank you, Mr. Chairperson. Mr. Chair, once again, we have a significant number of students who apply. Last year, we had 612 students apply, and we were able to hire 341 of them by the end of what is considered the summer students hire period. We are committed to hiring as many as we can. We do have money. There is money. It is not all coming from the departments through their vacancies. Through the progressive experience program, we have enough money to fund up to 80 positions. This is exactly what the Member is talking about. Through the progressive experience program, we bring back the same...

Thank you, Mr. Chair. Mr. Chair, this is the division that does investigations and works with the UNW on resolving grievances and whatnot, so there is some travel and there's also a requirement to do some site investigations. Our positions and our employees are throughout the Northwest Territories so these individuals do have to travel. In reviewing the actuals, we did notice that this is one of the areas under travel where are numbers were higher than they were, say, in the directorate, so we've had to increase it accordingly in order to accommodate the investigations and other work that this...

Thank you, Mr. Chair. As part of the reduction exercises and looking into how the department is doing or providing services, three positions in total were eliminated; one in the directorate, two in the strategic human resources division, for a total of three positions. The positions within the strategic human resources division were the director of strategic human resources and an admin assistant, strategic human resources, both of which were vacant.

Thank you, Mr. Chair. Usually we do take a break, so my witnesses aren't here. I'm happy to take the table and begin the discussions until the witnesses do arrive.

Thank you, Mr. Chair. Mr. Chair there are a couple of things I would like to talk to. There is the allegation that some departments are utilizing casuals. I may be not paraphrasing this exactly right. If I don't nail it, I apologize. It sounds like the Member is suggesting that casual hires are being used to train individuals who then get jobs, as opposed to the other candidates who might be applying, which may not be fair. I have heard similar things. It is anecdotal.

What I will commit to do is have the department do a bit of a review over the past year or two. Going back further than that...

Thank you, Mr. Chair. Mr. Chair, the fees and payments program management budget were re-profiled to support increased compensation and benefits, so you'll see a slight increase in that area. There was also a decrease to the budget which reflects the historical expenditures once again what we're budgeted for compared to what we spent. We were moving to have these more in line with what we have spent traditionally or historically.

Thank you. I've already committed to providing sort of an update of where we are, which ones are completed, which ones aren't. Is the Member looking for something different than that or is that what the Member is looking for?