Mr. Speaker, one of the priorities of the 16th Legislative Assembly is improving human resource management within the Government of the Northwest Territories through training, career planning and encouraging employee innovation. By doing this, we move closer to our goal of an effective and efficient government.
The Department of Human Resources is working towards that goal with the Public Service Strategic Plan, 20/20: A Brilliant North. We know that to provide a high level of service to the people of the Northwest Territories, we must develop and maintain a public service representative of the people it serves. The Government of the Northwest Territories is working to ensure that the diversity of northern society is represented throughout the public service, which is a shared responsibility involving all departments in establishing opportunities for people.
In addition to our ongoing efforts to hire interns and graduates, a number of initiatives are underway. The Government of the Northwest Territories Advisory Committee on Employability was formed in 2010 to provide recommendations for increasing the representation of persons with disabilities. A strategy will be developed for the recruitment and retention of persons with disabilities this fall.
As well, in 2010, the Aboriginal Employees Advisory Committee was formed to provide recommendations on increasing the number of Aboriginal employees within the public service. This year regional advisory committees will be established to bring a regional and community
perspective to Aboriginal employee issues. The Department of Human Resources is currently developing an Aboriginal Employment Strategy which will guide the Government of the Northwest Territories Aboriginal recruitment and retention initiatives. Mr. Speaker, there is still work to be done and we remain committed to the fundamental principles and implementation of the Affirmative Action Policy.
Developing our employees and preparing for the future of the public service is another central focus of our strategic planning. To develop a sustainable core of managers in the Government of the Northwest Territories, a Leadership Development Program has been initiated which will provide employees with the specific skills they need to succeed. This program is targeting a 50 percent Aboriginal participation rate.
The Associate Director/Superintendent Program was piloted this year with great success. This program provides increased opportunity for indigenous Aboriginal persons to occupy senior management positions on a developmental basis. The Department of Human Resources is preparing to roll out the next phase of this program.
While we continue to build opportunities to improve capacity of the public service, I would like to recognize that the people of the Northwest Territories are already served by skilled and dedicated public servants. To acknowledge the good work of the Government of the Northwest Territories staff, and to give the public an opportunity to meet the people working on their behalf, the Department of Human Resources has launched a new website: Meet our People. This page features career profiles of public servants in a variety of jobs in different regions and who are at different stages in their careers.
The Public Service Strategic Plan provides an ambitious 10-year framework for the development of the public service in the Northwest Territories and is guiding our human resource management. I have highlighted a few of the major initiatives that this government has developed to meet our vision of a well-staffed, representative public service. Later today I will be tabling the 20/20: A Brilliant North Action Plan and Results Report for 2011-2012.
Thank you, Mr. McLeod. The honourable Premier, Mr. Roland.
