Thank you very much for the question.
In fact, the human resource strategy for the science sector within the Department of Fisheries and Oceans has been discussed most recently by the science management board. This is a small committee, chaired by the deputy, that includes the ADMs of the client sectors, some of our RDGs, and some of our senior scientists.
This was discussed about two weeks ago by the science management board. It will be coming to the departmental management committee the day after tomorrow. We're hoping to receive support for the plan there.
In terms of retention and recruitment, we initiated last year, for the first time in a few years, a modest recruitment of research scientists, and we were able to hire 13 across the country. We intend to proceed with hiring in those classification groups within which we have the largest gaps, and certainly now we recognize that we need to recruit in the technicians group—what's called the EG group, our largest group within the sector—as well as recruit biologists and some chemists.
Within our resource levels we intend to allocate toward recruitment. In terms of retention, there are a number of different initiatives that will be underway. Most importantly, we wish to retain the knowledge of some of our more senior scientists, who are eligible to retire in the near future.
Luckily for us, we have a very effective scientist emeritus program, and we're intending to expand it beyond the research scientists to other sorts of classifications. These people agree to stay on if we provide them with a computer and a place to sit without having to actually pay their salaries.
In fact, in two weeks I'll be going to BIO, where one of our hydrographers is moving from paid employment to emeritus status after 43 years of service. So we can retain some, but we recognize that we have to be more effective in retaining some of the younger ones. A lot of it has to do with resources, and I think the injection of resources in budget 2007 is helping us to proceed.