We absolutely know that it's important to have this knowledge transfer happen. We need to make sure we know in which areas we need it more than others. It also means getting a sense from people as to when they plan to retire. We haven't traditionally asked people that. Most managers would not necessarily sit down with their employee and ask--not that you could be bound by the answer. But we're starting to get a better sense of that.
I don't think we have all the tools we need to do proper knowledge transfer. We have a classification system that doesn't necessarily allow us to bring in someone to shadow, for example. We can't necessarily bring in people once they've retired. It's very difficult. We don't want double-dipping, so you can't really bring them in. We need more tools. You've put your finger on something that's a preoccupation.