We have had retention problems at Prince Rupert for those who come from outside of Prince Rupert into the centre. Those who were born and raised in Prince Rupert have no problem staying there. That can be a problem with national recruitment. If somebody comes from, say, Peterborough to Prince Rupert, then it's not going to be too long before they are going to want to transfer out. That creates a retention problem.
What we did last year was say, okay, we recognize this. It would make a lot of sense for us to hire in Prince Rupert for Prince Rupert. In fact, in the early stages of this, we thought we could even marry this with the employment equity program, so that we could look at aboriginals in the area and offer employment to them as well. They are in Prince Rupert; they want to stay in Prince Rupert; and it just happens to tie into some larger government objectives with Aboriginal Affairs and elsewhere.
We went through that process. About halfway through, we ran into a little snag, because our employment equity gap had gone from negative 1 up to plus 18, which created a problem for employment equity, but it didn't create a problem for local recruiting, so we went ahead with that. We've been able to hire three employees. They will be going to the Coast Guard College in July. Also, there is another process in place now, a national one, where any person who was not successful in that process could be given a second chance. That is the way we are going to address the retention problem in Prince Rupert for the long term.