Mahsi, Mr. Speaker. I mentioned in my Member's statement that the succession planning document "20/20: A Brighter Future" was released in 2009. I began my career with the GNWT in 2008 with the Department of Public Works and Services. That was about 11 years ago. For 11 years I was in employment, I never ever got moved up into any position. Perhaps if I stayed another 11 years, I would have been an antique. My question to the Minister is: does the GNWT still practice succession planning? Mahsi.
Thank you, Member for Deh Cho. Minister of Finance.
Thank you, Mr. Speaker. Yes, succession planning is still a priority. Indeed, it is ever only more of a priority. There are quite a large number of GNWT employees who are going to be retiring over the next five to 10 years. In short, I am definitely in agreement, and I am pleased that the Member has raised this issue. Thank you, Mr. Speaker.
What actions and initiatives are currently in place to achieve the goals of succession planning, and how do these impact employees in the GNWT's regional offices? If not, why not?
The Department of Finance does work with its regional offices, across all of the territories, in order to use the tools that we have at our hands currently, which includes everything from mentorship to secondments and transfer assignments, but also to be gathering the information to consider, indeed, what kind of succession plans need to happen. It is an ongoing process. Again, as I have said, I am grateful to have that alerted to me. It is one that we are going to have to pay attention to, given some of the demographics we are facing.
Has the department done any analysis or assessment of succession planning best practices, and are these being incorporated into our human resources practices?
There was the workforce development framework released last year under the last Assembly that was the result in part of a jurisdictional scan, looking at best practices. That is still being worked into the process that we have currently. It is hoped that this will continue to evolve into a best practice of corporate-wide resources for all the territory and for all the different regions.
Thank you, Minister. Final supplementary, Member for Deh Cho.
Mahsi, Mr. Speaker. I believe the Minister just answered my last question about developing a new workforce development framework. I wonder if the Minister could provide stats for the succession planning or any movement up to management positions by all employees of the GNWT since 2009? Mahsi, Mr. Speaker.
That specific request is one that is very large in terms of the numbers and the scope. What I would suggest is that I will speak to the Member and make sure that we can identify, perhaps, the core of the issue that we want to look at here. I agree that succession planning is critical, and I agree that we can always do a better job of it. These are human systems, and they can always be improved. What I was referencing in my previous answer was the fact that there has been some work done, but the work isn't finished yet. It is still being developed. There is much more to come. What I will do is, as I say, I will connect with the Member specifically. If I need to bring something back as a result of those discussions to the House with some specific numbers, I will do that. I want to make sure that we get to the core of the issue of what the concern is around succession planning, recognizing that we can, as I say, always continue to do better. Thank you, Mr. Speaker.
Thank you, Minister. Oral questions. Member for Yellowknife Centre.
