Thank you, and again my apologies for the translation glitch.
I would say that I don't know enough about this issue, frankly, within the federal public service to speak with a lot of knowledge in terms of what the process is and what the steps are. My argument, Mr. Nadeau, would be that if you have people who are working in the public service currently, and they've worked there for a period of time and then been laid off, and then worked for a period of time, they are people who are obviously committed, and I would look for some way to bring those people in. Some organizations are doing two in a box. Despite head count, they're doing anticipatory hiring, because they're so concerned about shortages. I would say I wouldn't do it helter-skelter either. I would look very clearly, and I'm assuming and know frankly that the federal public service is developing quite a substantive plan.
What is our “business”? What are the skills and competencies we need in the future to be successful in that business? And how are we going to get those skills? Are we going to recruit in, develop up, perhaps make some of those temporary people permanent people. I think those are all relatively—