Concepto y significado del empowerment

The Comptrollership line of business includes Employee Relations and Job Evaluation, Financial Systems Management, Financial Reporting and Controls, Financial Operations, Compensation and Benefits, Staffing and Recruitment and Regional Operations. Comptrollership provides an accountability framework and systems that support the decentralized administration of GN mandates through the development and management of GN financial and human resource processes. These processes include: revenue and expenditure functions; managing the human resources function, including position development; recruitment and retention: payroll and benefits; employee and union relations; as well as workplace health, safety and wellness. Comptrollership also establishes and manages the form and content of the financial records and Public Accounts.

Objectives

• Develop, operate, maintain and monitor the government-wide accountability framework, financial and human resource information systems and related processes, and provide accounting and financial operations support services to GN departments and public agencies.

• Produce the annual Public Accounts in compliance with statutory requirements.

Department of Finance

• Manage an effective, fair and transparent staffing process that is compliant with the Priority Hiring Policy.

• Provide leadership and guidance reflecting Inuit societal values in the administration of Workplace Health, Safety and Wellness programming.

• Foster a Government of Nunavut workplace environment that encourages employees to access internal mechanisms to submit recommendations for workplace improvements. • Lead the GN in collective bargaining and represent the GN during negotiations as

mandated.

• Provide timely and consistent labour relations and job evaluation expertise. • Provide professional payroll, benefits and relocation services to employees.

Programs Budget ($000) 2014-15 2015-16 2016-17 2017-18

Employee Relations and 3,312 3,223 3,273 3,361

Job Evaluation

Employee Relations provides professional employee relations advice and services to departments and agencies and contributes to the GN’s overall ability and capacity to attract, retain and fairly compensate employees through the collective bargaining process. Workplace Health, Safety and Wellness facilitates compliance with WSCC requirements and offers programs to support the general wellbeing of all employees. Employee Relations also acts as the liaison between the government and the Ethics Officer. Job Evaluation provides technical advice and assistance to departments and agencies on organizational design and job evaluation to promote a consistent and fair classification structure for GN positions.

Financial Systems Management 3,145 3,059 3,059 3,059

Financial Systems Management develops and maintains central accounting, financial and human resource systems. It is responsible for the development, implementation and management of the government's principal accounting systems and financial applications used in the processing and recording of revenues and expenditures as well as financial reporting. These systems include FreeBalance, e-Personality, Access Direct Online, Purchasing Card System, Crystal Reporting, User Defined Report systems and other financial software as required.

Financial Reporting and Controls 1,759 1,800 1,797 1,797

Financial Reporting and Controls has the responsibility for government-wide maintenance of internal accounting controls and ensuring the accuracy, compliance and completeness of accounting records. This program is accountable for the preparation and publication of the annual Public Accounts, as required in the Financial Administration Act, and it provides accurate and timely financial reports and information on the government's financial position and operational results. It serves as the principal liaison between the government and the Office of the Auditor General for the annual financial audit of the Public Accounts.

Department of Finance

Financial Operations 3,026 3,016 3,000 3,016

Financial Operations provides leadership to GN departments and public agencies for accounting support services; ensuring the accuracy, compliance and confidentiality of accounting records; and for the provision of related training and support to ensure that all public funds are being expended, collected and recorded correctly. This program manages the accounts payable and receivable functions and is responsible for the disbursements under the Consolidated Revenue Fund. Financial Operations is also responsible for central coordination of the employee relocation process

Compensation and Benefits 2,743 3,152 3,330 3,687

Compensation and Benefits provides comprehensive payroll and benefit plan services to government employees, including the administration of the Public Service Pension Plan. It also provides guidance and functional support for operations carried out by the three regional financial services offices. It has the responsibility for managing the payroll and benefits module of the government’s Human Resources Information System in conjunction with Financial Systems Management.

Recruiting and Staffing 2,566 2,877 2,770 2,765

This program works in collaboration with GN departments to develop and implement recruitment initiatives to address workforce needs, in particular the achievement of the GN’s Inuit employment priorities. The division develops policies and procedures to support the staffing function and manages centralized staffing services for the GN, including the Summer Student Employment Equity Program.

Regional Operations 9,141 9,176 9,406 10,162

Regional Operations manages staffing, relocation, accounts payable, accounts receivable, collection activities, account reconciliation and the payroll and benefit services to the GN’s decentralized offices located in the three regions outside of Iqaluit. The program also performs compliance reviews, special reviews, regional user training and provides ongoing support services and consultation to line departments or public agencies located in the regions.

Total, Comptrollership 25,692 26,303 26,635 27,847

Priorities (2014-15)

• Prepare for the implementation of the Ethics Officer and wrongdoing provisions of the Public Service Act.

Status: The necessary materials are in place to support the Ethics Officer effective April 1,

2015.

• Develop a renewed and comprehensive Workplace Wellness Program.

Status: Deferred to 2017-18 in line with the comprehensive Human Resources Strategy,

which prioritizes actions to strengthen the public service.

Department of Finance

• Implement methodology for further improvement in reporting of taxable payments to vendors (T4A) by automating the process of capturing these payments.

Status: The process of providing guidelines for departments assisting in the production of

accurate and timely T4A files has been streamlined and improved.

• Pilot implementation of leave and attendance software and determine priorities for the development of additional human resources modules.

Status: Employees of the Department of Finance have been piloting the Attendance Control

Module of ePersonality since April, 2014. Work is ongoing to allow the system to be rolled out to all departments.

• Work with stakeholders on programs to develop Inuit youth employment opportunities and ladders within the government to promote technical skills.

Status: SSEEP had students working in twenty communities providing youth employment

opportunities.

• Provide effective input and support to efforts aimed at improving the understanding of the government’s financial condition and performance, including improved consistency in terms of key measure and presentation between budget, fiscal update and financial statements.

Status: The existing financial reporting mechanisms that are currently in use across various

divisions within the department have been reviewed and opportunities have been identified for improved consistency in the reporting of financial information. Reconciliations are being developed to explain differences between alternate methods of reporting.

• Building on the 2013-14 initiative to implement broader monitoring of key compliance and control matters by Financial Controls, implement procedures to support reporting to Finance management, at the non-consolidated level initially, on key compliance and control matters.

Status: A request for proposals was issued, and a contract has been awarded for a review of

the controls in place over the government’s core financial information system and related processes..

• Undertake a formal review of workplace health and safety including WSCC compliance.

Status: Deferred to 2016-17.

• Explore opportunities for implementing a document management and tracking system.

Status: An internal document tracking system was developed and implemented..

• Review and revise the existing staffing manual to support the delegation of staffing to departments and measure individual departments’ capacity to take on staffing responsibilities.

Status: Ongoing. The Staffing Manual is being updated to reflect changes in the legislation

and new directives.

Priorities (2015-16)

• Finalize standardized job descriptions for identified groups across the GN.

Department of Finance

• Explore further opportunities for implementation of electronic workflow and approvals for other financial processes within the GN, including the investigation of options for tracking grants and contributions reporting and payments.

• Review and improve the interview process by providing training in behavioural descriptive interviewing techniques, and exploring new candidate selection tools.

• Expand student employment opportunities for students in non-decentralized communities. • Develop a template and assist departments in developing three-year staffing plans.

• Raise the profile of the GN as an attractive place to work, by providing material to job seekers highlighting compensation, benefits, professional development opportunities and flexible work arrangements.

• Establish a repository for job descriptions to improve consistency and enable tracking of positions and organizational structures.

Priorities (2016-17)

• Ensure an applicant and competition database is accessible and operational by all staffing divisions and departments with delegated staffing authority.

• Develop an online database for behavioural descriptive interview questions that will be accessible from all staffing divisions.

• Undertake a formal review of workplace health and safety including WSCC compliance. • Complete a review of the WSCC lost time claims and identify areas for improvement in case

management to focus on assisting employees in returning to the workplace. • Negotiate Nunavut Teachers Association collective agreement.

• Develop options to expand the GN employee awards program.

Priorities 2017-18

• Develop an Employee Wellness Program using the results of the Employee Survey to determine appropriate mechanisms to achieve positive results.

• Pilot delegation of responsibility for staffing to select departments.

• Develop and release a “Managing in a Unionized Workplace” training program. • Negotiate Nunavut Employees Union collective agreement.

Department of Finance