As we mentioned, we wanted to begin an audit in 2004 to look at the new systems that were being put in place. The agency was really moving toward a very different system from what had existed previously when it was a department. When we got into that, we realized they were not as far advanced as we had initially thought they might be.
So even with things as basic as having a description of competencies that will be required for the different positions, we had sort of expected that people would have been doing this. But we found out in that initial review that in fact, people were describing the competencies for their own jobs only when there was a competition, because it was a very long and elaborate process to do that. So there weren't a lot of descriptions that had been done.
I'm just trying to remember what some of the others were. There were staffing actions, as well. I know through the assessments, the competency profiles, there was a lot of work that had to be done to get the system the way it had initially been foreseen, and that work wasn't very far advanced.
So we raised a number of issues that we saw in this initial survey and brought them to management's attention, but we felt it wouldn't have been warranted at that point to go in and do an audit, because they weren't at a phase yet where it was really implemented. But now we think they've had sufficient time, given that it's been two years since we raised those issues, and we will be beginning an audit on that within the coming months.