Glen Abernethy

I think that was the answer, Madam Chair.

The government is working and Cabinet has given direction to each of the departments to try and increase their numbers of Aboriginal representation. There clearly are some challenges. There isn’t a significant amount of turnover at the senior management level, which means there’s not a lot of people moving up. The Department of Human Resources has some expertise in succession planning and they’re happy to work with any department and they have made that offer to do some succession planning to move some individuals up through the system. We also have an Aboriginal Engagement Committee engaged...

I don’t think that’s correct. The program was intended to start in ’12-13 and straddle into ’13-14. That was capital that we did in October for the upcoming fiscal year, not the current fiscal year.

Thank you, Mr. Chair. Safety in the workplace, I already talked a bit about that and our duty to accommodate officers and working with WSCC, occupational health and safety committees in departments that are being put in. HR is helping by providing advice and guidance to each of the individual departments of the types of things that are needed to be done by occupational health and safety committees. We are trying to work with departments to create some flexibility around those, because we sometimes have buildings where there are multiple departments in it, and having them work together for...

As I’ve indicated, we actually are responsible for writing a significant amount of the policy that the individual departments are responsible for administering. We provide technical advice and guidance on how to apply those policies and procedures, and we provide training that’s available to individuals that are on the occupational health and safety committees. At the end of the day, the application within each department is the responsibility of the deputy minister and I guess, by default, the Ministers.

Thank you, Mr. Speaker. There are a number of things that we’re doing. One of the things that we are doing is the Associate Director/Superintendent Program, which is actually an Affirmative Action Program to bring individuals in and train them for senior management roles. We have about three positions a year, six ongoing at any time, and we are getting good results with that program.

Madam Chair, I can get that information. The 2.42 comes directly from the website and it is a 2012 target, and our 1.8 claims per 100 is based on the number of employees we have. As far as how it is actually calculated, I will get the detail to the Member later.

A request from Health and Social Services wouldn’t hurt.

I’ve already committed to go to the community and meet with the leadership. I’ve also indicated that the commanding officer of “G” Division and RCMP from Fort McPherson are absolutely willing to go and work with the community. So I guess again the answer is yes.

I should have said they will have a flight into the community, not necessarily a plane. I had an opportunity to visit Tsiigehtchic with the Member in April where I had an opportunity to talk to leadership with the commanding officer for “G” Division. At that time, the commanding officer of “G” Division did commit to meeting with the community and working on a policing plan that met the needs of the community. I understand that a number of activities or items were agreed to.

I also understand that, having a meeting with some Gwich’in leadership in December, that plan has come off the rails a...