Statements in Debates
Thank you, Madam Chair. In 2011-2012, that was the first year that we had a revenue target here and we had them originally at $250,000 but the actuals came at $761,000, so we’ve had to make an adjustment so that we don’t have to do a larger correction later in the year. We think the $750,000 is closer. At the end, it will have to be amended to the actuals.
As far as paperwork is concerned, when an injury occurs, an employee is required to fill out a form that is provided by the WSCC. They fill out that form and then the employer is required to follow up a subsequent form which is also provided by the WSCC so that that particular file can then become a file of the WSCC. We’ve indicated earlier and talked a little bit about that from time to time, 61 cases over the last four years, they have been late filed, but I don’t see us having a significant problem getting these forms to the WSCC and moving forward accordingly.
Thanks, Madam Chair. Yes, I do.
Yes, Madam Chair, this is the section that we work on some of the policies and try to encourage the departments to utilize the policies that have been developed.
I hear the Member loud and clear. The Regional Recruitment Strategy is one of the things that we have been talking about to start addressing these particular challenges. We are talking about on-the-job training and other opportunities for youth, but not just youth, people who are interested in becoming employees of the Government of the Northwest Territories.
For students, there is a significant amount out there and I think Education, Culture and Employment does provide some fantastic student loans that will help individuals fund their way through college or university. But when individuals...
As I indicated, we are responsible for putting the policy together, then each department would have to take that policy. Every department is different and the risk for employees within each department is significantly different. Justice has a significantly different risk level than, say, the Department of Executive or Department of Finance. Every department has to take the policy, do the risk assessment, and put in the program that meets their level of risk to ensure that their employees are aware of safety protocol, that they’re aware of health and safety standards, and that they apply them...
We do have a couple programs that are available to help students graduating from college – whether it’s Aurora College or another institution – transition into the workplace. Our Internship Program is that program and it is an affirmative action-based program. We also work with the college to help us identify training within house, programs for GNWT employees to take. So we do work with the college, and as far as the students, we do have the Internship Program.
Thank you, Madam Chair. Right now that’s something that our client service officers do, actually, through the hiring process. When individuals come in, we try to focus and guide them to the community leadership, who can answer some of those questions; you know, identify housing that may be available. Could more be done? Probably. I would say yes. But right now our client service officers are working with communities and individuals to get them the information they need to find the resources they desire.
A couple of things. We’ve put together some Aboriginal cultural awareness training programs that are available to new staff as they come into the GNWT. Also – and I’ve talked about this every opportunity I’ve had to get outside of Yellowknife and into the regional settings – we have a program where we’re willing to facilitate secondments either way with Aboriginal community governments. Where individuals who are working in the Aboriginal community government could come on to the GNWT, give them an opportunity to have some cross-training and learn a little bit more about different areas, but we...
We provide a framework and they do their risk assessment on the exposure as they move forward.