CAPÍTULO 2. APOYO SOCIAL
2.5. Apoyo social en el contexto laboral y su relación con el burnout
Nunavut Land Claims Agreement
The Nunavut Land Claims Agreement (NLCA) was signed in 1993 and the Government of Nunavut remains committed to implementing fully. Effective implementation of this important agreement requires a close working relationship with Nunavut Tunngavik Incorporated (NTI), the Regional Inuit Organizations, Government of Canada and many other stakeholder groups.
The Government of Nunavut will work with NTI and Aboriginal Affairs and Northern Development Canada for a renewed contract to continue implementing the NLCA. Working with all partners to implement obligations of the NLCA is critical if the Territory is to meet the challenge of enabling and expanding participation of NLCA beneficiaries in the economy. It will also enhance the services provided by government and its responsiveness to the public it serves. In order to provide opportunity for Inuit employment in government across the Territory, the government is committed to the policy of decentralization and strives to maintain over 60% of the public service outside the capital.
Consensus Government
A consensus government requires broad support for measures it proposes. The Premier and Ministers are required to take into account and respond to Members’ concerns as they work through the legislative and budget processes. The system blends the principles of parliamentary democracy with the Inuit societal values of maximum cooperation, effective use of leadership resources and common accountability.
While elected officials work within a consensus system, the model used for Nunavut’s public service is based primarily on the management structure found in the governments of the other northern territories and provinces. All departments will need to collaborate to balance consensus government with these existing systems of public administration. More work remains to be done to expand consensus models into the public service, where appropriate.
Intergovernmental Relations
Compared with 30 years ago and over the past 15 years, Nunavut is much more “connected” today with the rest of Canada and the world. Since the creation of Nunavut and the Government of Nunavut in 1999, the scope and pace of these interactions have been expanding exponentially.
It is important that Nunavut seize the opportunity to contribute to the development of national and international policies, especially in areas where our territory and its citizens have a unique interest or insight. The Government of Nunavut will need to prioritize the growing interactions and relations with other governments and organizations within Canada and beyond.
Environmental Scan
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INUIT EMPLOYMENT PLAN – Government of Nunavut Departments
Introduction
The Government of Nunavut is committed to achieving a representative workforce with the guidance of Article 23 of the Nunavut Land Claims Agreement (NLCA) by providing opportunities to enhance Inuit participation in government employment. The representative level is defined as the ratio of Inuit to the total population in the Territory and applies to all occupational categories.
NLCA Article 23.2.1: “The objective of this Article is to increase Inuit participation in government employment in the Nunavut Settlement Area to a representative level. It is recognized that the achievement of this objective will require initiatives by Inuit and by Government.”
Government of Nunavut departments and agencies develop and implement Inuit Employment Plans respectively. Statistical information is provided in the “Towards a Representative Public Service” quarterly report that determines the gap between beneficiaries and non-beneficiaries by region, community, department and occupational category.
The following table is a snapshot of the public service as of September 30, 2014 by occupational category:
September 30, 2014
Total Positions Beneficiaries Total Vacancies Filled %
Capacity Hired % IEP Executive 29 5 24 83% 10 42% Senior Management 142 27 115 81% 21 18% Middle Management 438 109 329 75% 78 24% Professional 1389 335 1054 76% 267 25% Paraprofessional 1447 396 1051 73% 763 73% Administrative Support 510 139 371 73% 329 89% TOTALS 3955 1011 2944 74% 1468 50%
Note: The table above only reports on established positions of the 10 departments. It does not report on positions of the Nunavut Housing Corporation, Nunavut Arctic College, Qulliq Energy Corporation, Office of the Legislative Assembly, Minister‘s Offices nor the Office of the Commissioner of Nunavut. It also does not report on casuals or the 16 Sivuliqtiksat intern positions. The table above reports on the number of incumbents whether they are working full time or part time.
Inuit Employment Plan - Departments
The following table is a snapshot of the public service as of September 30, 2014 by department:
September 30, 2014
Total Positions Beneficiaries Total Vacancies Filled %
Capacity Hired
% IEP
Community & Government Services 368 107 261 71% 101 39%
Culture and Heritage 92 24 68 74% 49 72%
Economic Development &
Transportation 142 43 99 70% 50 51%
Education 1258 145 1113 88% 585 53%
Environment 129 31 98 76% 35 36%
Executive & Intergovernmental Affairs 99 24 75 76% 53 71%
Finance 267 68 199 75% 93 47%
Health 1028 388 640 62% 315 49%
Family Services 203 69 134 66% 77 57%
Justice 369 112 257 70% 110 43%
TOTALS 3955 1011 2944 74% 1468 50%
Note: The tables above only reports on established positions of the 10 departments. It does not report on positions of the Nunavut Housing Corporation, Nunavut Arctic College, Qulliq Energy Corporation, Office of the Legislative Assembly, Minister‘s Offices nor the Office of the Commissioner of Nunavut. It also does not report on casuals or the 16 Sivuliqtiksat intern positions. The table above reports on the number of incumbents whether they are working full time or part time.
Our workforce comes from many cultures where all public servants work respectively and cooperatively towards a representative workforce in the spirit of Sivumut Abluqta: Stepping Forward Together. Progress will occur by creating and enhancing opportunities for Inuit employment by identifying and providing practical tools to hire Inuit in all departments and agencies.
Executive and Intergovernmental Affairs has taken a developmental role in encouraging representation through promoting higher education and partnerships with recognized institutions and technical providers. These partnerships bring the best in technical training and internship with programs aimed at meeting the unique challenges and accessibility needs of Nunavut and incorporating to the highest degree possible training and mentorship reflecting Inuit societal values.
Government Wide Plan
This section of the Business Plan describes some of the current Government of Nunavut wide initiatives available to all departments and agencies to support and achieve their Inuit Employment Plans. The initiatives are grouped into two categories:
• Initiatives specifically designed for beneficiaries
• Initiatives available for all Government of Nunavut employees
Inuit Employment Plan - Departments
Carrying out these initiatives across the departments and agencies will result in the Government of Nunavut achieving enhanced Inuit employment by March 31, 2016. The following identifies the targets by occupational category:
March 31, 2016
Total Positions Beneficiaries Total Vacancies Filled %
Capacity Hired % IEP Executive 29 0 29 100% 11 38% Senior Management 143 10 133 93% 33 25% Middle Management 439 64 375 85% 129 34% Professional 1461 254 1207 83% 308 25% Paraprofessional 1456 240 1216 84% 856 70% Administrative Support 507 70 437 86% 395 90% TOTALS 4035 637 3398 84% 1731 51%
Note: The table only reports on funded positions of the 10 departments. It does not report on positions of the Nunavut Housing Corporation, Nunavut Arctic College, Qulliq Energy Corporation, Office of the Legislative Assembly, Minister‘s Offices nor the Office of the Commissioner of Nunavut. It also does not report on casuals or the 16 Sivuliqtiksat intern positions. The table above reflects the aggregated total of full time and part time positions. The following is a snapshot of the Inuit employment targets for March 31, 2016 by department:
March 31, 2016
Total Positions Beneficiaries Total Vacancies Filled %
Capacity Hired % IEP
Community & Government Services 375 100 275 73% 108 39% Culture and Heritage 91 13 78 86% 58 75% Economic Development & Transportation 141 23 118 84% 64 54% Education 1266 165 1102 87% 572 52% Environment 132 18 114 87% 46 40% Executive & Intergovernmental Affairs 101 12 89 88% 67 75% Finance 267 55 212 79% 103 49% Health 1089 149 940 86% 466 50% Family Services 205 31 174 85% 112 64% Justice 368 72 296 80% 135 46%
TOTALS 4035 637 3398 84% 1731 51%
Note: The table only reports on funded positions of the 10 departments. It does not report on positions of the Nunavut Housing Corporation, Nunavut Arctic College, Qulliq Energy Corporation, Office of the Legislative Assembly, Minister‘s Offices nor the Office of the Commissioner of Nunavut. It also does not report on casuals or the 16 Sivuliqtiksat intern positions. The table above reflects the aggregated total of full time and part time positions.
Inuit Employment Plan - Departments
Initiatives Specifically Designed for Beneficiaries
The following initiatives are available specifically for beneficiaries of the Nunavut Land Claims Agreement to enhance beneficiary employment and support departmental Inuit Employment Plans:
Priority Hiring Policy
Since 2000, the Government of Nunavut has applied the Priority Hiring Policy. This policy gives priority consideration in the recruitment and selection of Government of Nunavut employees to NLCA beneficiaries. Those beneficiaries who meet the qualifications of a position are given priority over other applicants through the competition process. This policy applies to all job competitions in all departments, boards, and agencies. The Policy was updated in 2011 to include priority treatment, which is now extended to all recruiting actions, including short-term assignments, transfers, and job competitions. As well, all positions created or filled will be analyzed on a graded scale for Inuktitut and Inuinnaqtun language requirements and Inuit traditional knowledge.
Sivuliqtiksat Internship Program
Sivuliqtiksat Internship Program is designed to provide professional development opportunities for beneficiaries to take on leadership positions (Manager/Director level) and specialist positions that are unique to a department. This focus assists the Government of Nunavut in filling the gaps in the senior, middle, professional, and paraprofessional occupational categories. The Government of Nunavut supports 16 interns who after the internship period assume the target position. The location of the internship is based on the location of the target position. Orientation, mentoring, work exchanges, and individual learning plans are components of the program.
Trainee and Internships
The Government of Nunavut has undertaken some internship programs that provide on the job training to beneficiary employees. These vary in length depending on the position and the skill level of the individual. Departments and agencies initiate such trainee/internship positions and fund them internally.
Inuktitut as a First Language
Inuktitut and Inuinnaqtun First Language courses are available throughout the year for employees to increase oral, typing, written and reading proficiency. It is at the discretion of GN employees to register for these classes.
Initiatives Available for All Government of Nunavut Employees
The Government of Nunavut is a diverse organization working together to create a respectful and productive work environment. The following initiatives are available for all Government of Nunavut employees that can also be used to enhance beneficiary employment and support departmental Inuit Employment Plans:
Inuit Employment Plan - Departments
Education Leave
The Government of Nunavut supports its employees to improve continually their skills. The Education Leave directive allows employees to take leave for educational pursuits. This provides employees with the opportunity to take advantage of external training. Employees must be in indeterminate positions and have been employed at least 3 years before they can apply for education leave. Education leave can be approved for short or long term, and with or without financial assistance.
Trainer’s Allowance
The Government of Nunavut provides a trainer’s allowance to any employee who is in a position where they are training another employee through on-the-job training. To receive the trainer’s allowance, a learning plan and a training agreement must be signed off by participants and funded internally in their respective departments or agencies.
Learning and Development Courses
Executive and Intergovernmental Affairs coordinates the general learning and development training courses that is available for all GN employees. These are general short courses and workshops (1-5 days) are designed to meet general training needs in such areas as computer literacy, financial management, supervisory skills, and human resources management. EIA collaborates with Nunavut Arctic College (NAC) as a service provider for program delivery. Certain courses (i.e. policy, diversity, negotiation skills) are delivered by institutions that specialize in that subject matter.
Specialized Training Fund
This fund is available for all departments and agencies to develop technical, job specific competencies and address the unique learning needs in a department, division or position. Each program is designed and delivered by the employing department/agency who submits a proposal to an interdepartmental committee for funding approval. An annual call out is issued each fiscal year.
Mentorship
Employees across the Government of Nunavut are encouraged to use mentors. Mentors for example are provided to nurses graduating from the Nunavut Nursing Program. The GN Mentorship Program’s foundation is deeply rooted in the guiding principles of the Inuit Societal Values and is available for all public servants
Inuktitut as a Second Language
Inuktitut and Inuinnaqtun Second Language courses are available throughout the year for employees to increase oral, typing, written and reading proficiency. It is at the discretion of GN employees to register for these classes.
Inuit Employment Plan - Departments
Learning Plans
A Learning Plan template is used by employees, with the support of their supervisor, to identify what areas they would like to take training and development opportunities for career aspirations. The Learning Plan is the foundation “live” tool used for internships and trainee positions.
Occupational Certificate Training Programs
Executive and Intergovernmental Affairs develops certificate training programs targeted at occupations found in all Departments. The occupational training programs are designed to be delivered in modules towards a GN certificate of achievement. Priority of specific occupational programs is determined by the Building Capacity Committee. Sivumuaqatigiit has delivered occupational programs such as Administrative Services, Communications, Supervisory, Human Resource Practitioner’s Program and the Nunavut Advanced Management Diploma Program. Summer Student Employment Equity Program
The Summer Student Employment Equity Program is available to all secondary and post- secondary students living in Nunavut and studying in or outside Nunavut. This program is designed to provide opportunities for students to explore different types of work and is an integral part of the development of Nunavummiut youth to gain practical and meaningful working experience in the public service. Nunavut Land Claims Beneficiaries receive priority in the summer student hiring process under the Priority Hiring Policy.
Transfer Assignments
Transfer assignments are typically opportunities for current Government of Nunavut employees to develop new skills and abilities sometimes in different departments. Transfer assignments can be done up to a maximum of three years. They can be done competitively (encouraged) or non- competitively.
Orientation
Orientations are available to for all employees and are designed to provide a general orientation to the Government of Nunavut. Orientations that are more specific are provided in the individual workplaces. In addition, cultural orientations are offered across the Government of Nunavut. Topics include the history of Nunavut, Inuit Societal Values anda traditional activity is also included as part of the session..
Specific Departmental Initiatives
Descriptions of department specific initiatives are available in their respective sections of the business plan.
Department of Executive and Intergovernmental Affairs