Does a ‘culture of fear’ persist in Nunavut health centres?
‘We can’t just treat it like a checked box,’ health minister says of plan to improve working conditions
Nurse recruitment and retention is a priority for the Department of Health, says Health Minister John Main. He says his department is implementing a new strategy to increase the number of nurses in Nunavut. (File photo by Jeff Pelletier)
This is Part 3 of a three-part series about the work environment in Nunavut’s health centres. Here are links to Part 1 and Part 2.
Ten years ago, Gwen Slade tried to report a toxic work environment at Kinngait’s health centre, only to see the Health Department turn on her.
She says it’s “evil” that nurses say the same thing is still happening today.
Slade’s experience in Kinngait is well documented. She’s one of the nurses who tried to sound the alarm that the community’s health centre was being run in a dysfunctional, dangerous manner.
In 2013, it came to light that an infant had died in April 2012 after being refused care at the centre. That infant’s death led to an external review, two years later in 2015, that laid bare a “culture of fear” among the Government of Nunavut’s ranks.
“This fearfulness was amplified by the facts surrounding the treatment of Gwen Slade, which was seen as punitive in nature,” the review said.
Slade filed formal harassment complaints and reported her colleagues to the Registered Nurses Association of the Northwest Territories and Nunavut in January 2012. These reports led to a subsequent complaint against Slade in response, and she was suspended.
“The credibility of Ms. Slade was treated as suspect from the outset,” the 2015 review says.
The complaint against Slade was eventually investigated and dismissed, after she’d left Kinngait in February 2012.
Calls for better conditions
There are 47 recommendations for the GN in the external review, including 17 that pertain specifically to human resource management.
They include a call for annual performance appraisals, as well as clear communication about employee expectations; appropriate respite time; better mentoring and continuing education practices, including peer-to-peer mentoring; the establishment of manageable workloads; and information and resources to help GN employees recognize bullying and harassment.
Nunatsiaq News has spoken to several nurses over the past six months who report a culture of fear persists at Nunavut’s health centres, that they’re suffering under the weight of their workloads, and that GN management does not support them or provide adequate training. In fact, they said they are reprimanded when they ask for help.
Nunatsiaq News has asked the Department of Health for an update on its implementation of the recommendations stemming from the 2015 review, but has not received an answer.
Health Minister John Main indicated in a recent interview he could not say how many of those recommendations are complete.
Instead, he highlighted a more recent strategy to boost nurse retention in Nunavut: The 2021 Roadmap to Strengthen Nunavut’s Nursing Workforce, which is in the process of implementation.
Its key points overlap with the 2015 external review, with a focus on regular performance reviews, mentoring and education, a manageable work-life balance and providing resources and coaching to improve “interpersonal collaboration.”
“We can’t just treat it like a checked box,” Main said of the department’s work to recruit nurses to Nunavut and make them want to stay.
“Our human-resources and workplace environment piece should be a fundamental priority item from here until forever.”
While the roadmap clearly promotes healthy workplace environments, it does not directly acknowledge workplace harassment or bullying.
Use ‘processes in place’ to flag concerns, says health minister
Nunatsiaq News shared with Main a list of ideas the newspaper heard from nurses about how they believe health centres could be transformed into healthier workplaces.
Those ideas include a whistleblower policy, an external review of the Department of Health’s management team and better training for health centre staff to recognize what psychological harassment looks like.
Main said the department is open to feedback and suggestions and pointed out the government’s 2021 roadmap was created with the help of consultation from nurses.
Gwen Slade is a former Nunavut nurse who worked in Kinngait 10 years ago. She tried to report harassment and other dysfunction at her health centre, to no avail. She later became one of the prominent voices urging an investigation into the death of a baby who died in the community in 2012. (Facebook photo)
He stressed that in his travels to health centres across the territory, he met with teams that appear to be working very well and said he has heard from Nunavummiut who have positive feedback to share about great nurses who are integrating themselves into their communities.
Main encouraged the nurses who told their stories to Nunatsiaq News to use the “processes in place” to flag their concerns.
As for Gwen Slade, she’s retired now, still surrounded by boxes and boxes of papers in her Ontario home that document the stand she took against the GN, papers she’s considered burning.
“Did I win this battle?” she asks, reflecting on her time in Kinngait.
“The bottom line is I still have to live with me and I don’t want to stand in front of my maker and have to explain to Him why I didn’t try to help a child.”
She urges any nurses who might be struggling in Nunavut to band together with others who feel the same way.
“Safety in numbers,” she said.
“People will do what people do for one reason only — because they can… The only thing that will make a government change is if they are afraid. If they feel their power is under threat, they are going to change.”
I like Main, but “use the processes in place”? The Director of HR at Health couldn’t even tell you what the processes are let alone how to use them.
I’m grateful to the people speaking up publicly, I wish I had the courage to do so. I hope they are protected from the wrath of Health’s senior team. Someone(s) will inevitably be punished and I can promise you it won’t be the ADM or directors.
The most demoralizing, obtuse response possible: “use the processes in place.” In other words, just keep doing what hasn’t worked for decades. Is that just the easiest thing to say, John? Does that lighten your load a bit?
I like John too, but this is next level tone deafness, I hesitate to say incompetence, but it feels a lot like that.
Let me add, the ‘performance review’ process is effectively useless. I’ve seen it used to reward mediocre, underperforming staff, so as to hold up a status quo that supports incompetent management. I’ve also seen it used by petty mid-wits to punish enemies who work hard, but are outspoken. The process, in my opinion, yields nothing of value. My last 3 reviews have all been copy and pastes of the year before. They were ‘nice’ but said nothing.
John says “that in his travels to health centres across the territory, he met with teams that appear to be working very well.”
There probably are some, maybe a lot. But when you tour a building John, you tour as the Minister of the Department. What you see is nothing close to a reflection of day to day reality. People are acting their best because they want you to see them acting that way. How can’t you get that, John? How can you not understand that?
This is as bad as the exit survey when leaving the GN. It is a joke! Why doesnt the GN have a face to face exit interview so people can actually tell WHY they are leaving??? The ADMs want to know why so many people leave…usually because of management. But let’s ask 4 or 5 silly questions with out asking the real reason you are leaving?? Such a joke
Dear Minister Main:
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The complaint is that the “processes in place” do not work.
And your answer is to “use the broken processes”.
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Next time your car won’t start, just drive it to the garage, so the mechanic can look at it.
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You were oh so smart when you were a regular MLA asking questions in the Leg. What happenned when you became a Minister? (asking for a friend considering going into politics)
An unfortunate, but unavoidable conclusion is that it is far easier to be a good critic than it is to govern.
I’ve always thought well of John too, but his incapacity in this role has become too obvious to ignore.
I blew a whistle once, the people who are supposed to care looked and shrugged.
Minister try having guts; get rid of agency nurses and offer high rate wages to permeant Canadian nurses, eother provinces are opening their provincial purses to hire full time nurses; I missed nurses of ten years ago, they speak qablunaaqtung, now you’re trap in this agency thing and can’t get out of it, you would if you don’t consult with your senior ppl all the time, Arviamiutaq? no pikunik?
you sister is a doctor you shod get pointer from her or herold (iqaluit) is another source you can access as you are in iqaluit
Follow the processes in place?
This is one of the most disconnected remarks that could possibly be made, and is a clear indication that Main has no idea what he’s talking about and is just defaulting to the basic media training that’s given to GN staff that have to speak to public and news agencies.
The GN’s “processes” are paper processes and that’s it. They are not a reflection of reality. Processes are great when on paper, you pay a consultant, or a big 4 accounting firm to come in and paper the best practices.
The reality though is that the GN is so understaffed, by their own admission that you can’t follow processes properly when there’s gap after gap after gap in them because you don’t have personnel to even carry out those processes.
Next, the GN because they don’t have the proper personnel to carry out those processes you have staff who are doing multiple duties or tasks they shouldn’t be and what happens is if a complaint is made for instance, you’re going to end up with conflicts of interest all over the place because the wrong staff is reviewing because the correct staff does not exist. The result is raised hackles, because it could be that the person reviewing’s livelihood / job is in the mix here as it may be a senior staff that the complaint is filed against and they are also the one who’s desk it landed on to pass it down the pipeline because you don’t have anyone in the proper positions due to vacancy. I think this is clearly what many of the health care workers are mentioning and why many complaints don’t even get filed.
You look at Part 2 and that Excel table sent appears to be some scramble to cobble things together after an ATIP request. It went from “it would be too much paper work to send to you guys” to “oh its just a few complaints here they are in a table”. I think clearly the entirety of the GN’s situation is being withheld because they themselves probably have no actual way to quantify it because they simply don’t have the personnel to carry out those best practices / processes.
This does not even touch on the qualifications of individuals sitting in roles across the GN that would not be qualified for any roles in other provincial government and to a degree I understand that there’s little economic prosperity or opportunity in Nunavut and the GN represents the largest employer across the Territory by a massive margin. You have to try to hire people , qualified or not, but that’s going to come with huge issues obviously in the ability for the Government to carry out any of its mandates and at some point you have to determine if the lack of qualified people is doing more harm than good. There has to be a balance, does putting a highly unqualified person in a role just to be a warm body actually make processes and workflow better or is it a total hindrance resulting in a more hostile environment that functions at an even slower pace.
Main, you are very disconnected. If you think touring around is going to get you actual viable data to use, you have no clue of the actual environment and are not reading or hearing what people are saying. People don’t want to talk to you or your reps because of fear and backlash form superiors that are afraid to be uprooted from their positions where they are essentially shielded from being disciplined.
The GN as a whole is broken, I have yet, and this is anecdotal so fairly worthless but I think rings true for most people. I have yet to have a conversation with a GN employee who would say things run smoothly and does not go off on a huge rant about their department and other departments they work with. Sounds miserable every time.
I think next time ill just tell them to follow the processes in place!
And a big thank you, to the former health ministers, hang in there john
The ER rooms in southern hospitals are filled daily/nightly with those in need of mental health professionals and violence.
Sadly, how is the north any different?
I work as a nurse in both the community health centres and southern ER’s. Both are tough places to work.
A key difference is that in the remote CHC’s, I am often the most responsible and skilled healthcare provider in the community. I have to routinely make life or death decisions, that have significant potential consequences. If I see a sick baby after being up for 24 hours, I am expected to provide the same quality of care that I would provide at the beginning of that 24 hour shift. If I make an error, there will be serious consequences, regardless of the circumstances.
In the South, I deal with challenging and sometimes violent patients in the ER. The 12 hour shift always ends. I never work alone. I am never the most responsible healthcare provider involved with a patients care. If someone does not get the life saving treatment they need, or if someone is not transferred to a higher level of care when they should be, that decision never rests on my shoulders, and my license is never jeopardized.
Homecare is really garbage too they don’t take elder care or elder disability seriously and any email or letter sent to people who are supposed to be changing things goes ignored. OHSNI helped my grandmother way more than anyone in the community and in the south. I had to look after her everyday while her health was ignored by everyone, I was lifting 90-99 pounds for hours every morning and carrying her to where she would be comfortable, no doctors ever saw how bad her condition was even after I called Larga nurses and asked them to come in to help her and it took two of them.. while she suffered. GN doesn’t have leave for their employees forced into a caretaker role while our annual is used up.. I was in so much physical pain and exhausted from losing sleep for over a month of being the only person to help my grandmother while she was neglected and died from the neglect
I’ve had to lie about needing a blood test just for my health to be taken seriously they kept sending me home with a giant painful cyst on my organ that they wouldn’t even look into and someone online told me to get a blood test so I went back and they finally did a CT after days of me not sleeping and in pain on the hospital floor while other less urgent people were seen..
Even nurses in the south refusing to approve disability after their failed procedure left someone unable to walk and in unbearable pain after surgery that was supposed to heal a leg.
Get rid of John main man useless person
no doubt fear….to the point where people head to their offices and dont come out for any reason. except when they are high tailing it out of the office. Fear to be afraid in speaking out, fear of being shut down, fear of being demeaned, fear of other staff retaliating against them. Toxic work environments supported by managerially unqualified directors and ADM’s. Staff wearing two hats and creating conflict of interests. Its just not Health thats for sure. And performance reviews? Most managers just check the boxes to avoid any trouble. Couple that with the GN’s intent to hire unqualified militant Inuit into positions at any cost and guess what? You have trouble, Word goes around the working community and people dont want to come to Nunavut. Can you blame them?
Article 23 and HR nepotism putting unqualified glorified welfare recipients in positions to lead teams of qualified professionals. Health center managers who show up randomly and are Awol all the time telling Registered nurses to be on-call 24/7 and likely will never see a cent of OT. 24 years as a territory and yet barely no inuit want to be nurses and teachers.
interesting to watch the staffing issues over time. Used to be all contractors. Then eastern people coming to fill their 5 year average for a higher pension, now its filipino’s. dont even have to give them staff housing and they are happy. And Inuit hires are usually inviting some sort of disaster. In one place I worked at the GN they emptied out a broom closet. Put the guy inside. He just sat there day after day playing music from his walkman. LOL
Professional and top management employees dealing with people’s lives! Based on the evidence and testimonies, these employees lost track of their sole purpose; to care for the people, and to manage those who care for them! It appears that the residents’ health are far distant second, absolutely no concern at all for the people! This is not how Inuit imagined when they fought so hard to create Nunavut!
Nunavummiut have no choice to accept this situation, to tolerate such hostility that leads to death! Maybe that’s why Nunavummiut react in such a way, maybe because they have to be hostile to receive proper healthcare. And on top of that, the government has contracts with four other jurisdictions to provide healthcare, making the Nunavummiut a non-priority in their respective jurisdiction.
All this additional clump of unnecessary infighting and forced relocation for healthcare is quite a burden for those who are receiving healthcare!
The public government in Nunavut, a very institution that advocates for the people, appears to have no respect for its people at all!
All that healthcare budget should just go to education and reform the education to modernize it, so that Nunavummiut will have the proper education to run their own public government.
Maybe they have to teach professionalism and ethics right from first year to be able to produce such ‘professional’ employees? Who knows!
What about the violent threats and racist abuse many health care professionals must endure on a regular basis in nunavut? Are we just going to accept this as normal? This is a nunavut problem, and not normal anywhere else. Why is there no trained security working in health centre’s? (And no that little 20 year old kid wearing a Scarlett security uniform doesn’t count.)
John Main is certainly aware of allegations of culture of fear, and all the stuff in these articles. I can say from my own experience where he was sent a letter on my behalf seeking help. But his response appeared to be to redirect it to the DM on Health and “existing policies”. Unsurprisingly, the criticism of him being sent the letter, and the micromanaging of my work, and the internal ADM emails about requesting to extend my probationary period soon followed. It worsened the target on my back, not helped. Whether it’s because he is too faithful in his own processes that he genuinely believed they’d solve things, or he recognized a “threat to extinguish” I don’t know. But based on all I know of him and his responses to other unrelated matters, my opinion is that he’s more aloof, or incompetent/ unaware of the reality of what’s going on and places too much trust in his DM’s and ADM’s whom he appears to trust and support without any question. I think he needs to wake up. So I’m of the opinion he’s more “incompetent” than “malicious”…and the opposite being the case for the DM’s and ADM’s (in my opinion, of course)
Dear Will, this comment should be pinned at the top. Very insightful.
I don’t know Mr Main but I actually feel sorry for him in this one. He’s in a no win situation. The people who get excited with the health centre harassment issue are so militant and irate about it that there is nothing he could do to appease them short of firing the entire senior management team. And would that really solve all of these perceived problems?? I think the solution here lies somewhere in the middle: The managers need to respond a little better to front line workers, and those front line people who whine about everything should whine a little less ( and perhaps drink more wine to help put things in perspective LOL).
“Drink more wine”? I hear your point about being more relaxed. But drinking to cope with your work environment is a huge red flag. And as front line, if you’re on the “hit list” from Senior Management, they will look at your glass of wine and immediately hyperbolize it into a substance use problem, label you an uncontrollable alcoholic, and use it to get rid of you. Its actually THAT petty and scary. I think the ADM’s and Directors could solve this by simply not seeing a subordinate manager or employee as a “threat” when they bring up an issue, and could actually solve the issue through listening, diplomacy, and recognizing the unique challenges of the job. Nobody is happy 100% of the time with their boss, employer, etc; so Directors and Senior Managers need to stop taking criticism as a threat they need to destroy and maybe look at simply listening and being compassionate, helping solve the issue in a timely manner, being honest, non-retaliatory, and acknowledging when things can’t be improved for whatever reason (like short staffing or resource problems). A simple acknowledgement goes a long way.,,
Why is it that there are numerous Nunavut inuit mlas, ministers, board chairs, association chairs, DMs, ADMs, directors, deans, presidents, and senior managers but none (as in none) in any professional positions such as accountants, software technicians, engineers, doctors, nurses, teachers, lawyers, electricians, dentists, scientists, or professional management?
They’re out there. But the majority don’t work in Nunavut. And won’t.
Decades ago, down south, I met a fisherman on the East Coast who was bemoaning the fact that once the kids received their education, they were moving away to the bigger cities, or out west to Toronto or Alberta, and weren’t staying at home. I see the same thing here. I’ve seen people say that if they work on keeping kids in school and encouraging them, they’re just going to move down south where it’s cheaper to live and there’s more jobs and opportunities and most won’t come back.
They’re right.
Nunavut’s main sources of labour mostly come in two cohorts: people who can’t earn more in the South because they have topped out, and people who can’t earn more in the South because they lack marketable qualifications.
I’m in the latter group and that makes the toxicity particularly vexing because my options outside of Nunavut are not great … I’m really good at my job now, even by Southern standards, but my job only pays well here.
Every
Smart
Kid
Is
Moving
Out
It’s not just the health centres that are toxic workplaces. It’s also mental health premises in Nunavut. There is a reason Health cannot attract or keep professional mental health clinicians. When they burn out it’s not the unsupportive, never present managers that are held accountable but the front line staff that are blamed. There is security at the hospital, GN departments have receptionists and doors to be opened on checking in at reception but mental health has a drop in system and no security and an often absent receptionist who is not replaced by another receptionist when absent or late. Often drop in clients seeking help are in distress and frequently that distress causes the lone therapists at work to feel unsafe, not only vulnerable and unsupported. During the GN shut down last Christmas Iqaluit Mental Health staff were expected to work through the five days of shut down as essential employees but not all of them did so and their manager went away on holiday anyway leaving staff to cover unofficially for no acting pay. Management employs questionable punitive powers from changing work schedules to withdrawing or withholding leave for “operational reasons” when really its punishment and laziness on the part of management. You’re short of staff? Recruit. You’re short of local hires and housing? Put out an RFP and contract. It’s unacceptable for mental health centres to be unstaffed and employees left alone to cover for absent managers, colleagues or cover vacancies for days and months on end at work. Burnout? You bet. Does the GN care? Not an iota.
Culture of fear & intimidation persist within all GN departments and Crown Corporations.
You speak out about anything Management is going to run you out of your job. Management is going to make it so unbearable to work, you lose interest to go to work, you get depressed and quit.
The GN is so toxic just look at how many public servants within the GN treat the public. with disrespect and distain. They have to be reminded they are public servants…..the sole purpose to to serve the residents of Nunavut by following the policies, regulations and legislation the Nunavut Legislative Assembly enacts and approve.
John Main has been Minister of Health two years. He sums up two years of his advanced executive knowledge of the Health care system and problems: “Use the processes in place to flag concerns”. Wow.
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Well we know that John Main, by his own design or that of the Premier, will shuffle out of Health very, very soon. He is incapable of managing this Department, so time to start the cycle all over again with a new Minister who a) doesn’t know anything and or b) doesn’t do anything when they see the state of things over two years.
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This is proof that good does not win and that right doesn’t get rewarded. Toxic, bitter, underperforming ADMs and Directors continue on unencumbered. Take note that there is no other option, via the Union or via HR, that will result in anything outside of litigating against this Government.
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Insane response from Minister John Main. He cannot even acknowledge the issues. I was approached for a return to Nunavut by a former nurse friend, I am obviously staying away with this response to the toxicity crisis in GN Health.
Yes it does John. The “culture of fear” permeates “None of it” very deeply.
My children and I tried moving to Nunavut for a bit and we all ended up with P.T.S.D.
At least the nightmares and thrashing around on bed from fear is gone.
Nunavut is SCARY!!
If you’re a teacher or nurse. Don’t go to Nunavut. PLEASE?!! Regardless of how much $$$$G.N. offers? DON’T!!
Same to teachers. Stay away from Nunavut. Let them implode and self destruct.
It would seem that the whole territory is in shambles and being run by inadequate people. I work in education and I can confirm that there are just as many problems as there are in health.
the icing on the cake is staff housing or rather the apparent shortage. jobs limited to iqaluit residents as an example. Who is that exactly? Some 20 year old living with his parents? Or someone from another department who is discreetly moved to a new department. causing a staff shortage in the original department. maybe somebody staying at the mens shelter. sorta narrows the list of available candidates.
The culture problem at Health is pretty much across the board in all GN departments. Managers with no management skills. Elected officials who don’t understand their role or have any ability to lead and simply accept any bs answer their DM tells them and parrots the answers like a performing monkey. Middle managers are often as bad as or worse than the senior managers and those few who have real management skills are blamed for everything by their superiors. In 1998 the Government of Canada had plans on what to do if the Government of Nunavut failed and someone should find those plans because the GN is collapsing. Moral is the worst than its ever been. Good people are leaving not only government but the territory. Only the incapable and corrupt are remaining which serves them and no one else, all the while the communities and the people are bearing all the risks and harm. Experiment called Nunavut is failing.
The Dept. of EDUCATION needs to start follow-up IF curriculum programs are delivered as expected in schools!
– English Grammar
– Mathematics
– Science
– Social Studies
– Physical Education (fitness)
– Inuktitut
These are general Academic basic’s that supposedly required to be delivered in Classes as expected. The regional school operations in 3 different regions NEED’s to be monitored more closely whether qualified TEACHER’s are really teaching ACADEMIC levels from K to Gr. 12. The executive directors of School Operations needs to be more monitored IF Teacher’s hired in senior level are actually qualified to TEACH Academic’s from ENGLISH GRAMMAR, MATHEMATIC’s, SCIENCE, or Physical Education! These are IMPORTANT components to further post-secondary i.e. Nursing or to become a Doctor! In reality education’s taught in remote Northern communities in School’s are very flawed! Right under the NOSE of Dept. of EDUCATION!
How can you teach at the proper grade level when only 30% of your enrolled students show up most days? The rest show up once or twice a week. Maybe once or twice a month, since grade 2.
In reality with lack of infrastructure’s in remote communities programs and services are oriented to STONE AGE! WhAT DO YU thinks!?! This also concludes to EDUCATION!?!
Wow, use the processes in place?
For agency nurses, that’s effectively self-blacklisting.
Essentially, you are marking yourself as a trouble maker, or if you want to come back despite workplace bullying, your complaint has no validity.
Unfortunately the GN has a baked in Cadre of bullies supported by management. I’ve seen one CHN bullied by a GN SHP (that she lived with, no less) so badly she had panic attacks after a week. As she couldn’t function, she was removed from that post…and subsequently blacklisted by the GN for not completing her contract.
Nothing is going to change unless the Legislative Assembly creates new Legislation, regulations and policies that the Government of Nunavut & Crown Corporations employees have to implement and adhere too.
The problem is that we are still operating under the same old legislation, same old regulations and same old policies. They need to be updated, reviewed annually to ensure they are achieving the desired results.
I got back to the Results cycle.
1. Identify issues, create goals and objective
2. Create plan to achieve goals and objective or resolve issues
3. Implement plan to resolve issues or goals and objectives
4. Monitor the implementation of the plan to ensure it is being done correctly
5. Evaluate the entire process to determine if the issues are being address or the goals and objectives are bring achieved, identify spin off issues
6. Repeat the process
This is one example of the result cycle that MLA’s Ministers, Sr. Management need to use to make sure the legislation, regulations and policies they are creating and implementing the desired results they were originally intended to achieve.
Creating new legislation, regulation and policies and doing no other steps in the results cycle is not the end of the process. You skip a step, weather it is planning, implementing, monitoring and evaluating the cycle dies and so does the legislation, regulation or policy.
Otherwise, well-written
john main enjoy the next 2 years while you have it
I had to endure 8 separate HR investigations or fact finding meetings and I never knew why beforehand. They said the complaints raised about my negative behavior included “making sexually suggestive gestures”, “inappropriately flirting” and “appearing visually disgusted”. I was told that my coworkers don’t appreciate it when I raised my eyebrows to say Yes and wrinkled my nose to say No. These people making complaints and allegations don’t even know the basics about Inuit language or culture. They complain that they don’t have adequate training and I agree with them on that. These people need more cultural and Inuktitut language training.
Sadly, I agree the bullying and disrespect to many southern academic and experienced individuals is out of control, social media is nothing but a cowards forum of adult bullies. I ask, if we the nurses, teachers and other professionals were not willing to sacrifice our family time and he here, who will? I’ve struggled and continue to have hope that someone eventually step up, be responsible, help they neighbour instead of ripping them apart and contribute instead of just being a taker and entitled…come on people, step up, own your culture, be accountable look after one another. We are here to help, and only treated with disrespect…it won’t be long and you will have no good hearted help! Too many new, relaxed and respected positions in the south are drawing us out. All the best in the future, my heart is sad for the inuits future.
The processes ???? Are you not listening Mr.Minister? The processes are the problem!
If you believe your visit of a HC or QGH is indicative of its daily functioning and level of toxicity then you are too naieve to be in your position.
A multitude of complaints have been submitted re. QGH mgmt, your own cabinet initiated anonymous interviews investigating JP, what happened with the wealth of knowledge obtained in those interviews???
Numerous complaints submitted to HR re
Kinngait SHP , from nurse’s, medics, NPs, and physician’s; yet the other thing that happened was every GN nurse, NP & medics refused to work there, HR did nothing…..that’s your processes!!
I think the fear in my opinion is inability for the ministers to do their job is a problem: Case in Point. It’s sad for those at the Leg doing their second of third term is now just purely for $$$ and pension waiting time. Shame. After second term, they really don’t care anymore, let their DMs do the decision making, they are after all; the real government these DMs, they run the territory and the House. Not your MLAs.
Exactly, well stated! Is there an HR department? What do they do, openings are neglected, although there are qualified applicants, not one has been contacted, WTH is going on in HR, get on with it already…get things done finally