I'll try to answer one part, and for sure we'll come back to update you on progress.
On the whole issue of the health of the staff who performed these functions across the public service in every department, what I was trying to outline is how we're trying to improve and rebuild that capacity. I think we're making fairly good progress on that. It involves a heavy training program, a recruitment program, and so on. With respect to the issue of people moving out of the group because of, say, the perception of low pay, just as an example, I mentioned that there's a lot of movement into the group and there's movement out of the group. From a career development perspective, that's healthy. Many people move out of the actual working level of being the people who do the operational pay and benefits, the transaction part, to become supervisors in the broader staff structure that's in the various departments.
The other thing is, and this goes back to capacity, and it may not be evident, but often departments will offer opportunities to other people to do the same kinds of work only in another department because they don't have the capacity. So some of the movement you see isn't necessarily out of the group. It could be within the group but just from one department to another because they're all dealing individually with their capacity challenges. That's why, in this case, we decided to take a public service-wide view and do this recruitment right across the board on behalf of all departments. We'd be happy to come back and continue to show you progress.