Progress on Yukon Federal Plan Development
Historical progress on the development of the Yukon Federal Plan, including past attempts in 1997-2000 and 2003, and recent developments in 2018 with intentions to collaborate with Yukon First Nation Chiefs. The plan aims to create a representative public service reflecting the indigenous population makeup of Yukon.
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Representative Public Service Plan June 2019
Chapter 22 Yukon Umbrella Final Agreement and the 11 First Nation Final Agreements each have a Chapter on Economic Development Measures (Chapter 22) Chapter 22 contains economic matters such as regional economic development plans and/or economic planning, economic agreements, financial institutions, contracting, employment opportunities and public corporations Relevant to the context of the Representative Public Service Plan in Chapter 22: section 22.4.0 (Employment Opportunities) and Schedule A, Part 1 Specific Economic Measures 2
Representative Public Service Plan Key areas of focus for the Representative Public Service Plan are: Training Public information Counselling Work place support Targeted recruiting The designation of positions to be held by Aboriginal people Preferences in hiring Key objective of a Representative Public Service Plan Should aim to create a public service representative of the indigenous make-up of the Yukon 23.3% of Yukoners identified themselves as Aboriginal (or 8,195 people)* * 2016 Census 3
Canadas Governance Approach It is a Whole of Government obligation Yukon Federal Table is providing overall accountability and direction With support from its HR Sub-Committee and Technical Working Group made up of various federal departments located in the Yukon First Nations must be consulted and engaged We have been primarily working with Implementation Officials of First Nation governments at Implementation Working Group (IWG) meetings The Yukon Federal Table has also been communicating with SGYFN Chiefs when there are significant updates/milestones. 4
Historical Progress on the Federal Plan Canada developed a draft plan in 1997-2000, but it was never implemented due to the pending devolution agreement between Canada and the Yukon Government A second draft was created by regional officials of Treasury Board Secretariat and the Public Service Commission in consultation with INAC in 2003. Ultimately this plan was never approved or implemented In 2018, CIRNA officials raised federal intentions to develop a Plan at several Implementation Working Group meetings In August 2018, Canada sent a letter (signed by co-Chairs of Yukon Federal Table) to self-governing Yukon First Nation Chiefs on Canada s intention to develop a Plan and to work with their Implementation officials in advancing the file 5
Snapshot of Canadas Indigenous workforce in the Yukon In 2018, CIRNAC led an internal engagement with federal departments who are based in Yukon on their Indigenous human resources practices, federal footprint and number of Indigenous employees. Key findings: There were approximately 370 full time indeterminate staff in the Yukon at the time of survey (December 2017) From the total number of active federal employees, approximately 54 self-identified as Indigenous, or approximately 14% of the federal footprint in the Yukon This number increased to 18% or 77 people during summer season (for example, seasonal workers at Parks Canada). Many federal departments had examples of initiatives in place to foster a better indigenous representation within their respective workforce, but this information had never been collected and/or communicated effectively as part of a cross- departmental strategy. 6
Federal Footprint in Yukon As of December 31, 2017 CIRNA 69 RCMP 60 Parks Canada 56 Canada Border Service Agency 40 Environment and Climate Change Canada 36 Public Prosecution Service Canada 35 Fisheries and Oceans 24 Federal Department Indigenous Services Canada 13 Service Canada 12 As much of Parks Canada's work is seasonal in nature, the number of positions varies throughout the year. During the summer season, the number of Parks Canada positions increases to 102 positions. See the footnote for details. CanNor 10 Department of Justice 9 Transport Canada 4 Public Services and Procurement Canada 4 Natural Resources Canada 4 Public Health Agency of Canada 3 Canada School of Public Service 1 Agriculture and Agri-food Canada 1 Canadian Heritage 1 Department of National Defense 1 0 10 20 30 40 50 60 70 80 Number of Indeterminate and Term Positions 7
% of workforce identified as Indigenous (Dec. 2017) 4.8 8.3 CIRNA 26.03 RCMP 18 PPSC PCA 17 DFO ISC 26.6 CanNor 15.2 Service ECCC 16 23 NRCan, PHAC, CSPS, AAFC, CH, CBSA, DND, TC, PSPC 8
Progress to Date The Technical Working Group drafted a critical path for the development of the Representative Public Service Plan (shared with SGYFN Implementation Officials and Chiefs winter 2019) The Technical Working Group has met several times in winter/spring 2019 to brainstorm activities and programs related to Indigenous human resources Canada is working on putting these ideas together to bring to First Nations for consultation (expected timeline over the summer months) 9
A sample5-year RPSP plan has been created for discussion purposes, with the following sections: Yukon First Nation Final Agreement context An explanation of the Final Agreements, where the obligation is found for the Representative Public Service Plan Federal Legislative Framework Finance Administration Act, Public Service Employment Act, Employment Equity Act, etc that govern how Canada can establishes its workforce Objectives of Canada s 5-year Plan To foster and maintain a federal public service in the Yukon that represents the diversity of the Yukon population and that reflects values and respects the cultures, traditions and history of all Yukon peoples. Also focus on developing overall capacity of indigenous employees, providing options for them to work in any level of government over time. Reporting on Performance -- Every two years Federal Footprint in Yukon -- A glance at the number of employees in Yukon federal offices and the percentage that identify as Indigenous Activities and Expected Results 10
Activities and Expected Results A sample selection of activities and programs that may fit under each component of the Plan Note these activities are just for discussion purposes and will need to be further refined Longer Term Outcome Activity Indicator/Target Training Continued delivery of leadership development courses to allow Indigenous employees to advance in the public service XX Yukon candidates participated annually XX Yukon candidates participated annually XX$ in training dedicated to Indigenous employees / per year Indigenous employees developed into higher level officers and leaders over time Continued delivery of career management programs with a focus on new recruits. Specialized or operational training offered to Indigenous employees to help advance career 11
Annex to Plan: Departmental Profiles The purpose behind the departmental profiles is to showcase the realities of each federal department in Yukon. This may be anything from human resources and corporate staffing structures, to technical requirements to do jobs in that department (i.e. customs officers), any other unique requirements or policies of that department Crown and Indigenous Relations and Northern Affairs (CIRNA) Mandate: Support Indigenous and Northern organizations, individuals, communities and governments in controlling and managing their own affairs and interests based on the recognition and honouring of rights, respect, collaboration and partnerships. Activities include: governance capacity and community planning, negotiating and implementing treaties, self-government agreements and specific claims; addressing historic grievances; consulting and engaging on issues of importance to First Nations, Inuit, M tis and Northerners as well as registration, estates, trust moneys administration and implementation of the Indian Residential Schools Settlement Agreement. Yukon Footprint: 69 employees (Dec 2017), including 18 indigenous (26%) All Staff located in Whitehorse Context: Staffing is run out of the Yukon Regional Office. CIRNA has a national 50% hiring strategy across the department. 12
Mhsi choo | Mhsi cho | Sg snl | Msin cho | Niye s w n idh n | Sh w n th n | Kw n schis |Gu ne chi sh | Guna ch sh | Tsin' choh | Thank you | Merci ! Michel L ger Manager, Negotiations and Implementation Governance Directorate, Yukon Regional Office Crown-Indigenous Relations and Northern Affairs / Government of Canada michel.leger@canada.ca / Tel: 867-667-3823 Gestionnaire, N gociations et mise en oeuvre Direction de la Gouvernance, Bureau r gional du Yukon Relations Couronne-Autochtones et des Affaires du Nord / Gouvernement du Canada michel.leger@canada.ca / T l: 867-667-3823 13
