Glen Abernethy

Just in closing, I think it’s all well and good; I think it’s great. I know that Aurora College is the responsibility of the Department of Education, Culture and Employment. But as the primary employer and the organization that facilitates practicum and on-the-job training opportunities, I do think the department should collaborate and work very closely with Education, Culture and Employment to find solutions to keep these enrolment levels up.

As far as placements go, I understand your challenges. I get it. I know we can’t place everybody in Yellowknife, and I think you have done a great job...

We’re on page 6-10, Department of Health and Social Services, information item, Active Positions – Health and Social Services Authorities. Mr. Ramsay.

Ms. Bisaro.

Thank you, Mr. Chair. Given that we’re on the page, I just have a real quick question. I see that the graduate placement program is being reduced, and I understand that’s due to lack of enrolment or lack of uptake on the program, which makes sense. I mean, if we don’t have enough students, it makes sense not to spend the money — or rather, to reinvest that money in more appropriate areas. But it raises a different question to me.

Given the importance of nurses and the success we’ve had at Aurora College and intake on that nursing program, I’m really curious why the enrolment is dropping off so...

Thank you, Ms. Bisaro. Ms. Lee.

I’d like to thank the Minister for putting words in my mouth. I’d prefer it, obviously, if she’d actually listen to what I’m saying.

The department has a mandate. I’m asking you what criteria you were using to ensure that the elimination of specific positions would not adversely affect your mandate. I’m not suggesting they weren’t doing or contributing to the mandate. But changing positions — which were obviously, at some point in the department’s history, put in there because they contributed to the mandate…. Removing them has an impact. I’m asking you what criteria you used to dig into the...

I’m not sure what that means. I’m not sure how you’re planning to train these individuals. I’d like some information on that.

Thank you, Mr.  Cummings. Any further questions on page 6-10? Mr. Hawkins.

I’ve indicated before that when it comes to the reduction exercises, I’m less concerned about vacant positions. There are still a number of positions that have incumbents in them.

In my first question, I asked you if you could go into the type of analysis you used in order to figure out which positions were going to be eliminated, what that analysis entailed with respect to the department’s mandate, and all those things. You didn’t really answer the question on what kind of analysis you used, what you used as criteria, and how you dug in and figured out which positions weren’t contributing to...

Does that mean that the Nurse Practitioner Education Leave Bursary program still exists, although now it’s funded by THAF? Or does that mean you’re looking for other alternatives to train nurse practitioners?

You’ve mentioned an ability, or willingness, to take as many as you can accommodate. Given our history with Stanton, do you have an idea of how you’re going to start placing the nurse practitioners? And when you say as many numbers as you can accommodate, do you have some idea of how many nurse practitioners that may be?