Over the last couple of years we've appointed a leadership champion. We've developed a leadership development strategy, which establishes the continuum for leadership development and incorporates talent management, succession planning, coaching, mentoring, and both formal and informal learning opportunities.
We're identifying high-impact positions and the competencies required for each of those positions, then doing an environmental scan of our leaders of tomorrow and developing individualized learning plans for them. We have some innovative strategies. We've gone out with a request for a proposal on developing university management courses for some of our people.
We have a national performance program. We're looking at leadership from cradle to grave, so to speak. We're looking at the leadership behaviours we're fostering and encouraging at our cadet training in Regina. We're also looking at first-level supervisors, at giving them the proper skill sets to be able to develop their own leadership ability. Then we're looking at managerial development and training so that people can execute as well as obtain results.
As I outlined, we're also looking at executive talent and management, as well as specific training for our executives. What we want in the future is to have our leaders being developed from a very early stage right up through to the end of their careers.