I will ask Madame Thomas to be a bit more specific, but the main challenge we have when it comes to turnover is with regard to passport officers, because these are the people who need longer training, security clearances, and so on and so forth. These are the people who are manipulating applications, and have access to our database and the passport document itself.
The challenge we face when it comes to this category of people is the fact that larger agencies, like CBSA, for instance, and Service Canada, and so on and so forth, are attractive to our employees because they offer more opportunities for career development. We are a small agency, where you reach the top of the line fairly quickly in your career, if you will. If you move from Passport Canada to Service Canada, you have many more opportunities. So that's one challenge that we need to face.
The second thing is that historically, because our organization has been manually driven, it's been highly or almost exclusively operational, and there has been an issue with operational workers not getting the same salaries as policy workers, for instance. So there is a discrepancy between some of our classifications and the classifications offered by other departments.
To give you a specific example, some of our PM-1s would do more or less the same work at Service Canada for a PM-2 salary. So lots of people come to Passport Canada and get trained by us and move on to larger organizations. So without being dramatic about it, sometimes we refer to ourselves as the “farm team” for larger organizations, because people come to us, get trained for a couple of years, and then move on.