I'd like to comment in terms of the scorecard or the means of measuring performance when it comes to HR management, which is my purview.
You've made reference to employment insurance. There are other issues that would be more the purview of Service Canada, and I won't answer to those specifically. But in the area of human resource management, over the past several years we've developed, we think, quite a good way of measuring departmental performance when it comes to values and ethics, as well as on people management. We use surveys and other broad data on staffing times and whatnot to get a good, although grainy, picture of how departments are doing and a basis on which we can compare one to the other and, in a sense, get a measure of the leadership and management of those departments.
So we're very much in that world of measuring performance on human resources issues.