Thank you, Madam Chair.
Thank you to all for being here.
The demographics are interesting. Specifically, the age piece you talked about is clearly worrisome for a couple reasons. One is the knowledge base that one potentially loses if indeed the number escalates. When folks who are 50 to 54 make up 20% of your workforce, you're looking at losing potentially one-fifth in a very short span of time, based on pension requirements at 55, as some folks see it, or 60. So I guess one of the questions around your HR strategy is how you intend to work your knowledge folders to make sure you have that knowledge.
The other piece is that clearly you've looked at this quite rigorously. No doubt because of the freeze in your operational budget, it's an HR strategy in which it doesn't matter if you hire a consultant for a dollar less, because you really have a dollar less to start with. That being the case, do you have a strategy in place that says these are the bare bones you need to replace based on the numbers that go out the door? Do you have any specifics to that?
From what I've heard in the first half-hour or 40 minutes--you've been quite specific--this is an all-encompassing thought process when it comes to an HR strategy.