Thank you, Mr. Nadeau.
Indeed, at that time, it was a challenge to recruit people for the department's compensation branch because it was not attractive. We subsequently set up a development program, insuring that employees recruited for the compensation section were at the junior level. They now participate in a development program which brings them up two levels once they have qualified and have the required skills and experience.
The development program is structured, and has coaches, mentors, classroom training and field training, so that the people no longer have to go looking for the next promotion. They are interested in staying with the department, because they have a future ahead of them.
Also, with respect to the human resources community, we have designed a promotion roadmap for the people in compensation. This helps us attract people and shows them that there is a future in other fields. This is a platform for these people.
We have applied the same principle in other sectors within the department—translation, human resources, finances, economy, acquisitions, real property—which makes the department interesting because people see that it is possible to progress in their career within Public Works Canada. That is how we have managed to turn the corner and attract more people than the number we need.