I will address this chronologically.
We will begin by using our website more in order to inform everyone, including public servants and the general public, about the steps and method to follow.
At this time, 35 people work in the office, compared to 19 when I arrived, and our budget has not changed. Indeed, our budget has not gone up. We hired people with very specific skills, through a very exacting process. There were sometimes 60 candidates for a position. There were several interviews and a reference process. It was very rigorous. These are permanent positions. It is not a question of someone coming for three months and then returning to their previous position after that time. Rigour means longevity, and longevity means training. We adopted a much more concerted approach regarding training all our staff. There are three levels of work. Accordingly, the key words are “recruitment”, “training” and “quality control”, for now there is a full-time deputy commissioner, and that is his sole responsibility. He must ensure quality control before a file gets to the commissioner. That did not exist in the past.
Those are the kinds of steps we are taking. We decided to conduct random checks. Every year, we will take a random sample of files and hand them over to someone who will be able to anticipate potential problems.