I will call upon my two colleagues to help me provide good answers.
With regard to the broadening of the area of selection, will this become an obstacle? I hope not. The objective is to have a description of the job requirements, to have the tools — often times computer tools — and to do a fair and reasonable selection in a transparent way. That is the ideal, but we must carry out an evaluation in order to ensure that this will work.
Let us deal now with the interim positions. We did an audit of executive interim positions. I do not know what the situation is everywhere, but my impression is that the workings are the same. We see that there is a lot of reorganization going on in various departments, such as Human Resources Development, for example. Departments are being split up or merged. Consequently, there are a lot of interim positions. This is difficult for people, because one is never sure of keeping his or her job, but, on the other hand, it often happens that the candidate selection process is not fair and transparent. This came out during our audit. The great majority of positions — close to 90% — are filled following a non-competitive process.