I cannot judge the number of compensation advisers, because the competencies required of compensation advisers will differ. They will provide different advice to the employees. As you know, we also have a challenge to recruit the best elements in the public service. The compensation package is one of the assets that we can offer in the public service. This information is not necessarily well known, and the compensation advisers can provide that information to potential employees.
The difference it will make in terms of recruitment is that this new technology is technology that people know, that they use commonly at home or at work presently. So it will be easier to recruit employees as compensation advisers because the technology is a lot easier to operate. Also, there will be a lot less training required to operate those systems. The clients--the employees and the managers--will be using systems similar to those that they use when they do Internet banking.
So managers, rather than having to go through the compensation advisers, as is the case presently, will be able to enter the transactions directly into the system. That will come to the pay system, and the transactions will be done immediately.
Now, this will apply to a portion of the transactions. There remain transactions that will require the involvement of the compensation advisers. But the high-volume transactions will be handled automatically through the Intranet, if you wish.